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UMVLR81TY  OF  CALIFORNIA 

DIVISiOM  or  V0CAT10r-;AL  EBUCATION 

BSnK£l,CY.  CALIPORNIA 


iiLuUwAllOI  MBB* 


Relation  of  psychology  to  the  vocations: 
annotated  bibliography 

By 

Hattie  Peacock  Graham 
A.B.  (Texas  Christian  University)  1919 

THESIS 
Submitted  in  partial  satisfaction  of  the  requirements  for  the  degree  oi 

MASTER  OF  ARTS 
in 
Educition 
in  the 
GRADUATE  DIVISION 
of  the 
UNIVERSITY  OF  CALIFORNIA 


Approved 


Instructor  in  Charge 


Deposited  in  the  University  Library 


Date  Librarian 


jiia^UwA'illOS  LIBBc 


TABLK  OF  CONTFNTS 


lUTRODUCTION 1-9 

GEOTiGE ,  A!>^AMS 

Pofeestives   in  the  Juvenile  Court 9 

JOHN  ANDERSON 

A  Comparison  of  T^vo  l^etbods   of  Giving  the  Nuuber 

Scries  CoinpJetion  Test. 10-11 

leow/lRd  p.  ayres 

psychological  Teats  in  Vocational  Guidance H 

JAN  DOIT  BALL 

The  Correlation  of  Nouroloa',  Psychiatry,  Psychology 
and  'xpneral  'Jedicine  aa  Scientific  Aids  to 
Industrial  Efficiency 11-12 

C.S.  BERRY 

Value  of  Psychological  Teats  in  Determining  Life  Vo- 
cations   12-13 

FBEDERICK  0.  BONSER 

The  Selective  Significanop  of  reasoning  Ability  .  .  ,13-14 

B.B.   BPEESE 

Vocational  Guidance. 14-17 

J.V.    BREITi?IESER 

Vocational  Polyraorphism .17-18 

J.K.  BRDTER 

The  Aims  and  Methods  of  Vocational  Guidance  ....  .18-20 

J.W.  BRIDGES  AND  V.:!.  DOLLINOER 

The  Correlation  between  Interests  and  Abilities  .  .  .^1 

ft\ROLD  T.   PTJT^TT 

Employment  Psychology  in  the  Rubber   Industry 22-24 

J.   McKEEN  CATTFLL 

Practical  Psychology 24-25 


ivi8i05^3 


II 


TABLE  OF  CONTENTS 
(continued) 


J.  CROSBY  CHAPMAN 

Trade  Tests 25-27 

J.M.  CLARK 

Economics  and  Modern  Psychology 28-29 

SHERvvIN  CODY 

Comniercial  Tests  and  How  to  Use  Them 29-30 

STEPHEN  S.  COLVIN 

Psychological  Tests  at  Brown  University 30-31 

A.R.  CPATHORNE 

Change  of  Mind  Between  High  School  and  Colleje 

as  to  Life  Work 2 

VIRGIL  E.   DICKSON 

Mental   Tests   and   the  High   School   ...........    32-33 

BOYD  FISHER 

Has  Mental  Hygiene  a  Practical  Use  in  Industry?.  .  .  33-34 

ELIOTT  FROST 

What  Industry  Wants  and  Does  Not  Want  from  the 

Psychologist. 34-36 

P.W.  GERHARDT 

Psychological  Tests  for  ^Sorkmen 36-37 

h.H.  GODDARD 

Human  Efficiency  and  Levels  of  Intelli;^enc3 37-39 

G.W.  GREENWOOD 

Simple  Tests  for  Office  Applicants 39-40 

THOMAS  H.  HAINES 

Detect3.ng  the  Feeble-Minded  in  a  City  School 

Population 40-41 

G.  STANLEY  liALL  AND  L.R.  GEISSTER 

Psychology  in  New  Jersey  State  Prison 41-43 

V.A.C.    HENMON 

Air   Service   Tests   of  Aptitude  for  Flying  43-45 

DAVID  g.    HILL 

Applications  of  Psychology  to  Instruction  and 

Industry 45-46 


/// 


TABLE  OF  CONTENTS 
(continued) 


EDJOTTD  B.    HILLIARD 

The  Importance  of  Physical  and  Mental  Ixaminatlcns 
as  an  Aid  to  Treatment  p.nd  Training  in  a  Reform 
Institution .  .". 46-47 

H.L.    HOLLIHffiVOTTH 

Vocational  Psychology 47-49 

LETA  S.    IIOLLINil-VORTH 

Vocational  Aptitudes   for  '.'vomen 49 

H.L.    HOLLINGAORTT^  AND  A.T.    FOFFENBiaiGER 

Applied  Psychology 49-51 

Tf.D.    nUBBTlLL 

How  to  Select  Employees 51-52 

M/vHGAHET  JAvUES 

Uental  Testa  for  Typists  and  Stenographers 52-53 

TRIMaN  L.  KFLLEY 

Principles  Undorlying  the  Classification  of  Men 53-56 

ROY  •'.'.    KELLY 

Hiring  the  Worker 57-59 

WILLIAM   FRITZ   KEMBLE 

Ghoosiiig  Employees  by  Mental  and  Physical  Tests 59-60 

J.  P.  LAMB 

Intelligence  Tests  in  Industry 60-61 

HETIRY  C.    LINK 

Employment  Psychology. 61-63 

G.W.A.  LUCKY 

The  Psychological  Clinic  in  Practice 64-66 

I.N.  MADSEN 

The  Army  Intelligence  Test  as  a  Means  of  'Prognosis  in 

High  bchool ', 66-68 

JAMES  BURT  MINER 

Standardizing  Tests  for  Vocational  Guidance 68-70 


1 


T/iBLE  OF  CONTENTS 
(continued) 


ELSIE  MURRAY 

Psychological   Teets  as  riiagnostic   of  Vocational 
Aptitudes   in   Colle.-;©  Women 


•   •   •   •   • 


CHAKLES  S.  MYERS  70-72 

Mind  and  iVork  (Chapter  III.  Vocational  Selection).  .  . 

OFTICIAL  REPORTS  72-75 

Tntelligence  Patinas  of  Occupational  GroupB 

ELSIE  OSCroiN  75-77 

Vocational  Tests  for  Petail  SalesTromen 

ARTHUR  F!=ANK  PAYNE  77-79 

The  Scientific  Selection  of  Men 

A.T.  oOEFFNBT'"^GFR  79 

Ne^  and  Practical  Methods  of  ^ieasuring  Fooational 

Fitness ' 

S.L.  AND  L.W.  PEESSEY  80 

Measuring  the  Usefulness  of  Tests  in  Solving 

School  Problems 

H.A.  -RICITJ^OITO  81 

Selection  by  Tests 

RALPH  S.  ROBERTS  81-83 

The  Use  of  ^sycholo -ical  and  Trade  T^ats  in  a  Scheme 
for  the  Vocational  Training  of  Disabled  Men 

AGNES  L.  ROGERS  83-34 
Mental  Tests  as  a  Men.n8  of  Selecting  and  Classify- 
ing Colles;e  Students 

BEARDSLEY  RUUL  84-86 

The  Extension  of  Selective  Tests  to  Industry 

CARL  EMIL  SEASHORE  86-88 

The  Psychology  of  Musical  Talent 

NATHAN  IV.  SHEFFERiyLAN  85-90 

Fmploynent  Methods 

90-92 


y 


TAPLE  OF  CONTENTS 
(continue!.) 


A.K.    yli'ONS 

Personal  Relationf    in  Industry ^3 

DAVID   S^TEDDEN 

Vocational  Education •93-94 

E.L.    TIEOTOIKE 

The  Reliability  and  Significance   of  Tests   of 

Intelligent'.'? 9B-96 

M.J.    VAN  V/AGr-NFTT 

Scne  Results   and   Inferences  Derived   from  the  Use 

of  the  Army  Tests   at  the  University  of  Minnesota,  .og.gy 

UAX  WATSON 

Trade  Test  Prinoiplos 98-99 

Tm.m   WATTS 

Vocational  Selection 99-103 

G.G.  WEAVER 

Trade  Testa,  their  Construction,  Use  and 

Possibilities  in  Industry 103-104 

Harold  wiLLiAi-is 

The  Intelligence  of  the  Delinquent  Boy 104-105 

EGBERT  S.  WOODT^OPTH 

Intelligence 105 

ROBERT  M.  YtRKES 

VJhat  Psychology  Contributed  to  the  War 106-110 

YOAKUM  AND  YEHKES 

Army  Mental  Tests 110-113 

C.S.    YOAKUM 

Can  Executives  be  ^icke-d  by  Mental   Tests 113-115 

INDEX  OF  SUBJECTS 116-118 

INDEX  OF  AUTHORS 118-120 


ir 


'^aycholof^  has  passed  fron  the  atige  of  mysticisni  to  that  of 
scienco.   Because  it  surrlles  a  need   and  because  its  subject  mat- 
ter is  not  bein-,  satisfactorily  dealt  with  by  any  othftr  8c?f?nce,  it 
is  becoming  more  and  taore  autonomous. 

The  past  decade  has  witnessed  an  extensive  application  of 
scientific  aanegement.   Skilled  students  have  studied  not  merely 
the  theoretical  aspects  of  industrial  inef  «"ici  ency,  but  hive  applied 
and  are  applying  those  theories  to  actual  conditions  in  industrial 
situations.   The  old  method  of  scientific  management  evolved  reme- 
dies for  many  mechanical  deficiencies  of  our  present  system.   The 
refinement  of  _'Achine  processes,  the  utilization  of  formerly  wasted 
by-products,  and  the  other  diverse  forms  of  scientific  industrial 
management,  have  all  contributed  materially  to  the  elimination  of 
indu8T,rial  inef  iciency. 

But  thinkers  in  tliis  field  a -e  awakenin  -  to  tho  all-important 
fact  that  mechanical  efficiency  alone  will  not  solve  the  proble-n 
of  iniustrial  inefficiency.   Such  a  modus  of  attacking  the  ill  can 
attain  valuable  but  restricted  results.    The  most  important  factor 
in  this  comflsx  problem  is  not  the  machine  which  by  the  adoption  of 
scientific  processes  and  improvements  is  made  to  produce  t?ro  units 
instead  of  one;  but  the  vital  factor  upon  an  improvement  of  which  all 
thorough  progress  must  be  predicated  is  the  human  organism  in  industry. 


Since  the  human  element  is  the  fundamental  factor  in  produc- 
tion«  the  application  of  intelligence  to  the  improvement  of  indus- 
trial conditions  from  the  huioan  side  and  the  attainment  of  a  sym- 
pathetic vuideratanding  betv.een  the  employee  and  en^sloyer  is  of  para- 
mount importance  in  industry. 

The  evolution  of  mechan'cal  improvements  considered  by  many  of 
the  old  school  as  a  panacea  for  industrial  ills  ref:uired  of  those 
students  directing  auoh  developments  a  thorough  knowledge  of  engin- 
eering principles.   Iv^s  newer  and  far  more  comprfihensive  movement 
toward  industrial  efficiency  likewise  requires  a  special  knowledge 
but  the  knowledge  is  not  of  machinery,  but  of  the  human  mind.   For 
the  human  side  of  industry  revolves  about  that  fundamental  factor 
the  mind.   To  understand  the  mental  reactions  of  workers  toward 
their  tasks  and  their  attitudes  tOT.vard  their  employers,  specialists 
in  the  industrial  field  are  calling  to  their  aid  that  complex  and  as 
yet  faintly  defined  science,  psychology. 

One  of  the  major  causes  of  industrial  inefficiency  is  to  be 
found  in  the  methods  utilized  in  filling  vacancies  both  in  the  ranks 
and  in  the  high  offices  of  the  great  arajy  of  the  employed.    The 
methods  formulated  in  recent  years  to  standardize  mach'nery  and 
processes  and  to  determine  the  best  possible  workin  ;  conditions  of 
factory  and  ■srorkshop  promised  valuable  results  to  thn  employers;  ":  ut 
these  methods  failed  completely  to  solve  the  problem  of  inefficiency. 


standardization  of  machinery  was  a  help  but  our  problem  of  inef- 
ficiency will  remain  unsolved  unless  we  can  learn  to  deal  eoonomic- 
ally  with  the  placement  of  the  human  element  in  industry  and  employ 
the  individxial  workers  in  occupations  "ahere  they  can  use  their 
particular  abilities  most  effectively. 

The  reason  why  this  problem  of  economical  place-nent  has  been 
slo'iT  in  occupying  the  attention  of  the  public  has  been  due  to  pop- 
ular lack  of  knowledge  and  to  the  indifference  of  the  employers 
occasioned  by  the  over  supply  of  labor. 

For  each  individual,  it  may  be  said  there  is  one  occupation 
which  is  more  suitable  than  any  other,  and  in  every  occupation 
some  succeed  better  than  others.   The  greatest  inefficiency  in  in- 
dustry today  is  traceable  to  the  misfits.   This  is  dun  to  the  fact 
that  ve  have  known  nothing  of  intelligence  levels  beyond  a  crude  ap- 
preciation of  the  fact  that  some  people  are  of  a  higher  mentality 
than  others,  and  we  have  failed  to  try  to  fit  the  man  to  the  job. 
The  search  for  the  general  principles  which  should  enable  men  to 
find  their  aptitudes  for  certain  vocations  or  occupations  has  been 
long  and  arduous,  and  it  is  only  recently  that  a  scientific  mode  of 
procedure  is  becoming  possible. 

Boys  and  girls,  ambitious  to  earn  their  own  livirig  and  to  take 
their  places  in  industrial  activities,  pour  theaselvos  engerly  into 
the  world  of  industry  through  any  available  openings.   They  have  had 


no  means  of  learning  either  the  extent  of  their  powers  or  the  range 
of  possibilities  open  to  them  in  the  labor  aarket.   lience,  they  are 
most  ofteii  asisfits  and  the  market  is  constantly  flooded  with  adoles- 
cents.  In  addition,  there  has  br^en  since  the  Industrial  'evolution 
a  permanent  surplus  in  the  adult  labor  market.   The  imnafrsment  has 
been  able  for  these  two  reasons  to  dispense  with  psychological  fitness 
and  to  make  haphazard  placement  of  workers  because  they  could  always 
'hire  and  fire'.   This  practice  has  involved  a  large  labor  turnover 
with  its  attendant  economical  loss  and  tremendous  social  ills. 

It  was  7,-ith  astonishment  that  we  learned  during  the  war,  when 
we  ascertained  what  men  had  done  in  civil  life,  how  many  had  passed 
from  occupation  to  occupation  until  they  had  finally  found  something 
which  suited  them.   This  wastes  effort  seriously  affects  the  e^iplcy- 
ers  also,  for  the  cost  of  training  workers  is  unnecessarily  great. 
i!r.  Cody*  states  that  "the  cost  of  changing  help  in  offices  has  not 
been  accurately  investigated;  but  careful  figures  compiled  by  a  well- 
known  firm  of  automobile  makers  show  the  cost  of  replacing  a  skilled 
mechanic  to  be  over  eighty  dollars.   First,  there  is  the  cost  of 
finding  the  man  and  putting  him  on  the  pay-roll.   Then,  there  is  the 
cost  of  teaching  him  the  special  require-nents  of  the  particular  pos- 
ition.  It  takes  him  two  weeks  to  learn  where  things  are,  and  just 
what  is  wanted  of  him.    ..hen  everything  is  taken  into  consideration, 
eijhty  dollars  seems  a  moderate  estimate  of  the  cost  of  changing  an 
employee." 

♦Cody:   Commercial  Tests  and  liow  to  Use  Them.  p.  5. 


It  is  obvious  that  the  employee  should  seek  to  avoid  so  enornious 
a  waste  of  noney;  it  is  equally  obvious  that  the  employee  should 
welcome  any  innovation  v;hioh  might  place  V  ia  in  the  position  to 
which  he  is  best  suited,  and  in  which  he  is,  therefore,  most  capable 
of  earning  the  best  wage  in  the  easiest  and  happiest  manner.   The 
problem,  then,  is  to  point  out  the  difficulty  involved  and  devise  an 
effective  means  of  enabling  the  employer  to  judiciously  place  his 
labor  supply. 

It  is  at  this  juncture  that  this  newest  of  sciences,  psychology, 
promises  to  be  of  taiterial  assistarice.   This  science,  the  progress  of 
which  would  normally  have  been  slow,  has  advanced  «lth  rapid  strides 
in  the  last  few  years,  because  of  the  war.   Generations  of  peace 
could  not  have  taught  us  as  much  as  the  war  taught  the  a.rmy   psychol- 
ogists about  psychological  examinati<»)s  in  fovir  short  years.   "sychol- 
ogists  found  in  the  army  ideal  conditions  for  experiinenting  with  and 
arplying  new  ideas.   Vocational  selection,  especially,  received 
close  attention,  since  it  becena  necessary  in  -war  time  to  place  im- 
jiediately  ^reat  nuabers  of  men  in  different  kinds  of  work.   Unscien- 
tific and  disastrous  indeed  would  it  have  been  to  do  this  blindly. 
Thorefore,  all  proposals  for  systenatizing  the  work  were  accepted 
and  tried,  with  the  result  that  various  types  of  psychological  tests 
succeeded  to  an  adriirable  degree.   The  results  of  their  extensive 
experiments  have  become  the  basis  of  our  present  work  in  Vocational 


Selection.. 

Each  of  us  has  vrithln  us  native  tendencios  determining  our  in- 
terests and  abilities.   Mr.  Thorndike  expresses  his  opinion,  after 
research,  thut  degree  of  ability  closely  correlates  with  strength 
of  interest,  and  interest  is  but  another  name  for  instinct  viewed 
from  the  cognitive  aspect,  or,  let  us  nay,  for  blonds  and  refrne- 
Eenta  of  instinctive  tendencies.*  Ur.  lYatta  writes**  that  instinct 
and  intelligence  may  well  be  regarded  as  respectively  the  objective 
and  subjective  aspects  of  the  saae  thing.   And  that  considered  from 
the  supsrconscious  level,   intelligence  and  intuition  are  again 
but  diffe-ent  aspects  of  the  same  mental  process. 

In  the  aajority  of  occupations  the  principal  factor  to  be  con- 
sidered will  be  the  factor  of  intelligence.   Stern  says***,  "Intelli- 
gence is  the  general  capacity  of  an  individual  consciously  to  adjust 
his  thinking  to  neir  requirements:   it  is  general  mental  adaptability 
to  new  problems  and  conditions  of  life." 

The  diversity  of  ways  in  ■which  personality  rsay  express  itself 
both  in  bodily  movements  and  in  speech  are  alnost  infinite.   "intelli- 
gence explores  all  the  possible  avenues  to  expression  and  tends  to  re- 
main content  with  those  by  which  it  can  arrive  at  the  greatest  satis- 
faction.  A  slum  environment  or  a  defective  education  shuts  off  auto- 


*See  Thonndike's  article  in  Popular  Science  'Monthly,  1912. 
**77atts:   Psycio logical  Problems  of  Industry,  page  77. 
***Stern:   Psychological  .'.ethods  of  Testing  Intelligence. 


matically  the  entrances  to  cany  of  these  avenues,  though  the  strong- 
est personality  may  often  force  the  barriers."* 

There  is  no  doubt  that  much  can  be  acooapliahed  to^-ard  remov- 
ing the  barriers  to  intellijjent  selection  of  occupations  by  means 
of  vocational  guidance  offices  •''or  boys  and  girls  on  leaving  school. 
Leading  psychologists  are  in  favor  of  "pre -vocational  training"  in 
the  elementary  schools.   They  recommend  that  special  instruction 
at  school,  illustrated  by  lantern  slides  and  so  on,  in  the  denands, 
attractions,  dangers,  and  rewards  of  the  chief  available  trades 
and  professions  be  given  boys  and  girls  by  their  fourteenth  year, 
so  that  they  may  be  better  enabled  to  make  their  ultitaate  choice, 
instead  of  aiinlessly  jicceptin,^  the 'first  job  that  coaes  a3ong'»». 
Vocational  guidance  should  also  be  encouraged  during  the  period  of 
continuation  schools,  at  the  irorks'  or  outside,  due  regard  bring 
paid  to  the  development  of  special  tastes  or  capacities  after  the 
school-leaving  age. 

But  the  scientific  application  of  vocational  guidance  requires 
sonething  acre  than  we  have  outlined.   It  requires  a  careful 
physiological  and  psychological  analysis  not  only  of  the  req-ire- 
ments  of  different  occupations  but  also  of  individual  mental  and 
physical  differences.   For  methods  of  procedure  in  the  latter  task 
vre  are  indebted  to  the  experimental  psychology  of  the  labratory 


♦Watts:   An  Introduction  to  the  "Psychological  Problens  of  Industry,  p.  77. 
**C,S,  iiyers:   liind  and  ork,  p.  89. 


;  . 


whore  tests  ^'ere  devised  for  this  purpose.   In  both  these  '*ays,  the 
future  applies tion  of  psycholocjical  methods  and  principles  to  voca- 
tional guidance  and  selection  cannot  fail  to  yield  results  of  ines- 
tiosable  value  for  the  advance  and  -well-being  of  mankind. 

Because  tests  are  ccsnpiiratively  in  their  infancy  and  because 
they  have  often  been  brought  into  disrepute  by  the  untrained  investi- 
gator, it  does  not  follow  that  they  should  be  looked  upon  with  dis- 
favor.  Every  science  must  exc erience  a  period  of  infancy  and  it  is 
during  this  incipient  str-ge  that  it  is  in  danger  of  being  abused  by 
sharpers  and  fakirs.   Every  science  has  its  special  field  and  pecul- 
iar problems.   Tha  chemist  before  he  is  in  a  position  to  add  sone- 
thing  of  value  to  his  science  must  understand  the  3ia;5or  principles 
underlying  that  science.   He  aust  have  an  intiaate  acquaintance  with 
the  tnaterials  used  in  his  experimr;nts.   This  most  recent  science, 
psychology,  also  has  its  special  field,  a  sphere  by  far  more  import- 
ant than  the  pale  of  the  physical  sciences,  for  it  has  as  its  subject 
aatter  the  human  mind.   The  human  niind  has  an  infinite  moniber  of 
variations.   It  is  the  purpose  of  the  psychological  tests  to  bring 
to  light  the  mental  variations  and  powers  of  each  individual. 

.;e  no?/  have  about  thirty  distinct  tests  to  bring  out  the  various 
qualities  and  idiosyncrasies  of  the  person  tested.   Aniong  these  may 
be  mentioned  tests  of  the  accuracy  and  speed  of  reasoning,  tests  of 
general  information,  of  sensory  discri-nlnation,  manual  dexterity. 


oiechanical  skill,  aesthetic  appreciation,  rate  of  reading,  spelling 
ability,  testB  viich  reveal  the  8i3b,TectR'  special  interests,  his 
accuracy,  steadiness,  neatness,  his  raemory  of  naTces,  figures,  faces, 
or  facts,  the  breadth  or  detail  of  his  observation,  his  irnprovabil- 
Ity,  distrantibility,  suggpstlbility,  and  other  kindred  qualities, 
^ile  the  mechanical  factors  are  important,  they  are  leps  vital 
to  the  solution  of  the  problem  of  industrial  inefficiency  than  the 
factors  of  a  higher  type  among  -rhlch  intelligence  ranks  first. 

'cith  this  type  of  vocational  selection  intelligence  tests,  -we 
have  principally  to  deal.   The  purrose  of  this  thesis  is  to  pro- 
vide a  guide  for  those  profoundly  interested  in  this  important  sub- 
ject; and  it  has  been  thought  best  and  aost  serviceable  to  collect 
the  thoughts  of  the  major  thinkers  in  this  field,  and  present  them  in 
the  fori  of  3  bibliography.   The  follow: r.g  classified  revis-ps  appear 
in  alphabetical  order: 

Addams,  George  S.  (Judge  of  the  Juvenile  Court,  Cleveland,  Ohio.) 
Defectives  in  the  Juvenile  Court. 

The  Training  School  Bulletin  XI,  pages  49-55. 

The  Honorable  Oeorge  Addams,  Judge  of  the  Juvenile  Court  of 
Cleveland,  Ohio,  in  a  report  before  the  National  Conference  of 
Charities  and  Corrections,  mixkes  a  strong  plea  for  cental  examina- 
tions of  children  in  the  courts.   ne  eaphasizes  the  importance  of 
mental  deficiency  in  the  causation  of  vice  and  crise. 


A  man  of  such  broad  experience  in  this  field  as  5£r.  Addaas 
is  capable  of  appreciating  the  important  part  that  psychological 
tests  can  play  in  detecting  the  mental  levels. 

Anderson,  John  (Yale  University) 

A  Comparison  of  Two  Methods  of  Giving  the  Number  Series  Comple- 
tion Test. 

Journal  of  Applied  Psychology.  4,  1920,  pages  346-347. 

In  this  article  Mr.  Anderson  presejtts  a  resune  of  his  investigation 
upon  intelligence  tests  with  Yale  freshmen  in  comparison  with  the 
cross-out  aethod  developed  by  !/r.  Pressey,  and  the  completion  method 
as  used  in  the  array  of  giving  Alpha  Tost  Six,  the  number  series  com- 
pletion test. 

He  explains  the  construction  of  the  cross-out  test  and  the 
results  statistically  computed  after  allowing  an  interval  of  seven 
months  to  intervene  between  the  two  exaainations. 

The  conclusion  derived  from  evidence  from  eighty-five  stuionts 
is  thnt  the  crosp-out  method  of  giving  the  number  series  oorurl'^tion 
test  is  superior  to  the  regular  completion  method  as  measured  by 
the  criterion  of  correlation  with  college  standing. 

This  investigation  of  tre  results  of  different  teets  uron  college 
students  is  important  because  university  men  arc  awking  an  honest 
effort  to  ascertain  the  ability  and  inclinHtion  of  the  young  men  and 
women  not  so  much  to  predict  their  success  in  college  but  in  order  to 
be  able  to  -ive  them  wise  vocational  counsel ,  so  that  the  students 


make  the  best  selection  of  college  sub.iects. 

Ayres,  Leonard  P. 

'"•sycholo^ioal  Tests  in  Vocational  Guidance. 

Journal  of  Educational  Psychology,  Volume  4,  'lo.  4,  April, 
1913,  pa.^es  P-32-237. 

A  good  suamary  of  the  attempts  made  to  that  time,  1913,  to  apr^ly 
psychological  tests  to  vocational  guidance  with  the -author's  hopes 
for  the  future. 

In  the  light  of  recent  develorments,  there  is  cwapnratively 
little  of  practical  value  in  this  article. 

Ball,  Jan  Don  (Physician  and  Psychiatrist,  Oakland,  Calif omift) 
The  CoTslation  of  Neurology,  Psychiatry,  Psychology  and 
General  riedicine  as  Scientific  Aids  to  Industrial  Kffii^iency. 

American  Jounnal  of  Insanity,  volume  75,  No.  4,  April,  1919, 

pages  521-555. 

Dr.  Ball  deplores  the  widening  breach  bet-^een  capital  and  labor; 
he  endeavors  to  stimulate  a  closer  relationship  between  them  by  the 
application  of  scientific  and  p-actical  selection  of  et!!ployft*?8.   It 
is  his  belief  that  each  individual  should  be  studied  as  regards  his 
physical,  nervous,  and  mental  fitness  for  a  particular  job,  that  his 
special  abilities  and  disabilities  should  be  ascertained.   lie  believes 
that  several  examinations  should  be  given  to  the  employees  and  that 
these  should  include  general  medical,  neurological,  psychiatrical, 
psychological,  and  social  considerations.   He  gives  in  detail  examples 
of  his  methods  in  giving  these  various  examinations. 

Dr.  Ball  has  at  the  present  time  the  position  of  psychologist 


for  the  Schell  Oil  Cotapnny,  and  diirln:;  the  tifo  years  that  he  has 
held  this  position  there  has  not  been  a  strike.   Moreover,  the  labor 
turnover  has  been  reduced  frc»a  seventeen  and  one-half  percent  a 
month  to  one  and  one-half  per  cent  a  year.   In  addition  to  his 
personal  experience  -with  over  2,0C;0  eruployees.  Dr.  Ball  has  had  per- 
sonal interviews  -^Ith  managers,  superintendents,  foremen  and  men  in 
large  industrin.]  plants.   After  ©nreful  study  of  conditions  he  con- 
cludes that  the  efficiency  of  every  plant  is  enti'-ely  dependent  upon 
the  Ti'3tVods  used  in  its  employment  bureau. 

These  thoughts  coming  from  a  man  who  is  doins;  intensely  pract- 
ical work  in  industry  and  who  has  been  engaged  for  a  long  period  in 
psycholo  ical  research  work  should  be  accorded  considerable  weight. 
Kis  accoaplis' ment  in  reducing  the  labor  turnover  of  a  large  oil 
refinery  by  the  use  of  psychological  tests  is  bat  oneconcrete  indica- 
tion of  the  potency  of  his  ideas  on  this  subject. 

Berry,  C.S.  (University  of  Michigan) 

Value  of  Psychological  Tests  in  Determining  Life  Vocations. 
Michigan  School  Masters  Club  Journal,  1914,  pages  88-96. 

Professor  Berry  states  that  those  slight  Individual  variations, 
which  often  spell  the  difference  between  success  and  failure  are 
revealed  by  psychological  tests. 

There  is  in  our  society  as  much  native  ability  among  the  children 
of  the  poor  as  among  the  children  of  the  rich  and,  therefore,  society 


suffers  a  tremendous  loss  in  allowing  en'vironmental  conditions, 
instead  of  inherent  ibility,  to  determine  the  kind  of  education 
a  child  shall  receive  and  the  kind  of  vocation  he  shall  follow. 

Our  psychological  clinics  should  enlurs^e  their  work  to  include 
the  examination  of  boys  and  girls  with  a  view  of  determining  their 
vocational  aptitudes.    In  this  way  the  psychologists  could  supple- 
ment the  work  of  the  vocational  counselors. 

Professor  Berryfe  stateaents  of  1914  have  been  verified  in 
a  large  measure  by  later  writers.   (See  G.W.A.  Lucky's  article 
"The  Psychological  Clinic  in  Practice",  School  and  Society,  12, 
So.  288,  July  3,  1920,  pages  6-12.)   Professor  Berry  gives  no 
data  to  support  his  conalusions;  however,  his  theory  is  good. 

Bonser,  Frederick  G.  (Teachers'  College,  Columbia  University) 
The  Selective  Significance  of  Reasoning  Ability  Tests. 

Journal  of  Educational  Psychology,  April,  1916,  volume 
7,  No.  4,  pages  187-200. 

Mr.  Bonser  presents  an  account  of  a  study  of  tests  in  reason- 
ing ability  of  over  seven  hundred  and  fifty  children  of  four,  five 
and  six  grades  of  the  schools  cf  Passaic,  New  Jersey.   The  records 
of  these  tests  were  carefully  tabulated  and  filed.   After  nine 
years,  a  period  which  would  practically  insure  that  all  of  these 
children  who  would  complete  a  high  school  course  had  accomplished 
that  end,  a  study  of  their  scholastic  achievements  after  leaving 


14. 


graomar  school  was  made.   The  purpose  was  to  discover  whether 
the  distribution  5ind  success  of  the  individual  pupils  indicated 
any  selective  significance  in  the  results  of  the  reasoning  ability 
tests. 

The  correlation  betTreen  test  resxilts  in  the  grades  and  sub- 
sequent school  performance,  seemed  sufficiently  postive  to  lend  much 
encourygeaent  to  the  hope  for  easily  and  quickly  applied  teats 
vhose  results  are  Bignificant  for  educational  E^uidance. 

The  results  of  teflts,  d'jvised  subsequent  to  the  writing  of 
this  article  have  indicated  a  certain  correlation  bftween  the  reason- 
ing ability  of  children  in  graiauar  school  and  their  later  spcondary 
school  perfortJAnces. 

!:owever,  the  hopes  of  this  author  have  not  as  yet  been  concrete- 
ly realized.   The  last  year  or  two  have  witnesspd  some  extensive 
experiments  in  this  field  by  the  leading  colleges  in  the  United  States. 
Coliisbia  is  but  one  of  the  ma.ior  institutions  intensely  interested 
in  this  work.   7»e  are  not  as  yet  sufficiently  removed  in  print  of 
tiae  to  form  an  accurate  estimate  of  the  results  obtained. 


Breese,  H.B. 

Vocational  Guidance, 

Unpopular  Review,  volume  4,  !?o.  8,  Oct-!?ec,  1915,  pages  345-3B8. 

Mr.  Breese  discusses  the  demand  made  upon  psychologists  by  the 

'sob-squad'  of  social  and  industrial  reformers  who  are  seized  with 


J.&. 


hysteria  over  the  waste  caused  by  the  round  pegs  getting  into 
BqvKire  holes  and  the  square  pegs  getting  into  round  holes. 

He  maintains  that  psychology  is  unable  to  furnish  a.   scientific 
basis  for  vocational  guidance  on  account  of  the  differentiation  in 
personality.   '^ven  though  personality  be  analyzed  into  its  elen-^nts, 
it  cannot  be  determined  iihich  of  the  many  possible  combinations  of 
them  will  asake  for  the  greatest  success  in  any  one  calling. 

jie  cleverly  pokes  fun  at  '^unsterberg's  test«  for  sea  captains. 
He  says  that  the  best  tsst  that  llunsterberg  has  devised  is  the  tele- 
phone operator's  test  because  this  test  brings  out  the  arpllc^nt's 
skill  in  memory,  attention,  genoral  intelligence,  space-perceptions, 
rapidity  of  aoveaent,  and  association,  the  very  characteristics  which 
are  required  in  the  actual  performance  of  a  telephone  operator's 
duties.   lie   states  that  although  the  group  selected  by  such  tests 
will  do  better  %?ork  than  the  group  rejected,  yet  there  aay  be  aany 
single  individuals,  in  the  group  rejected,  who  would  make  excellent 
operators.   Real  vocational  guiviancQ  mufJt  take  the  point  of  view 
of  the  applicant  who  wants  to  know  whether  he  is  fitted  for  the  job 
or  not.   It  is  a  comparative  easy  matter  to  select  out  of  a  large 
group,  by  means  of  psychological  tests,  r  few  individiials  for  a  given 
job,  but  it  is  quite  another  matter  to  select  the  job  for  t're  individ- 
ual.  This  latter  task  is  the  aost  important  duty  of  vocational 

guidance. 


ar.  Breese  discusses  the  inadeqioaoy  of  determining  th«r  adoles- 
cents abilities  and  linitatiwis  because  their  abilities,  likes  and 
dislikes,  ideals  and  aspirations,  powers  and  capacities  are  In  a 
st?ite  of  flux  and  flow.   A  year  or  so  later  they  may  sho^  fitness 
for  something  entirely  different. 

He  believes  that  nany  of  the  misfits  in  society  are  failures  not 
because  they  are  highly  specialized  and  have  not  found  the  vocation 
they  are  fitted  for,  but  because  they  arc  lacking  in  fibre.   Thpy  sre 
misfits  not  because  thsjj'  lack  a  certain  kind  of  vocational  skill,  but 
because  they  are  lazy,  or  dishonest,  or  otherwise  unreliable.   Their 
difficulty  is  due  to  tho  fact  that  they  have  not  had  sufficient  train- 
ing in  right  thinking.   They  have  not  been  taught  the  proper  concepts, 
and  consequently  they  have  not  created  the  right  interests  in  life. 
Such  intellectual  and  moral  shortsightedness  is  the  inevitable  outcome 
of  any  system  of  education  that  attempts  to  ^eet  only  commercial  and 
industrial  needs.   A  system  of  this  kind  tends  to  make  merchandise 
out  of  human  beings,  and  to  ignore  the  higher  qualities  which  after  all 
are  quite  as  necessary  for  vocational  success  as  industrial  skill. 

The  danger  of  vocational  g-jidance,  according  to  VSr.  Breese,  lies 
in  the  fact  that  it  may  suggest  the  vrong  kind  of  special  training. 
It  is  an  educational  blunder  to  attempt  to  train  a  child  for  any  specif- 
ic vocation  before  he  has  reached  a  certain  maturity,  because  such 


-il\: 


training  will  limit  his  chances  for  a  broador  education.   '^he 
school  period  should  not  be  ono  of  narrow  specialization,  but  a 
period  of  general  gro-wth  and  development  in  which  the  foundstion 
is  laid  for  right  thinking.   In  the  Ion.-  run  the  best  preparation 
for  life  is  th.«it  which  gives  the  proper  concepts  for  such  thinking. 
The  school  should  not  furnish  narrow  specialized  training  but  an 
intellectual  and  moral  background  that  will  serve  as  a  basis  upon 
•which  he  can  adjust  hiaself,  not  only  to  the  matter  of  earning  his 
bread  and  butter,  but  to  something  besides  mere  business  and  indus- 
trial efficiency. 

An  entertaining  article!   Mr.  Breese  points  cut  the  defects 
of  intelligence  tests  in  relation  to  Yocational  Guidance.   At  that 
time,  iyi5,  there  were  so  many  pseudo-psychologists  who  wero  pretend- 
ing to  a  thorough  knowledge  of  a  science  with  whose  fundamentals 
they  were  unacqiiaintei  with  thiat  we  can  but  appreciate  l£r.  Brosse's 
article  as  a  good  retaliation.   There  is  no  little  truth  ir:  what 
he  has  written.   Nevertheless,  the  reader  must  bear  in  mind  in  his 
perusal  of  this  article  that  since  these  thoughts  '."rere  expressed  by 
Mr.  Breese  a  tremendous  developme.it  toward  practical  psychological 
tests  has  taken  place  as  a  consequence  of  the  activities  of  the  amy 
psychologists  during  the  riorld  7."ar. 


Brietwieser,  J.V.  (University  of  California) 
Vocitioual  Polymorphism, 

Educational  Foundations,  32,  1920,  p-iges  281-P84. 

y 

If  psychological  tests  are  developed  to  the  form  where  they 


c--i 


Jj   :.i 


xo« 


really  determSne  a  man's  fitness  for  certai-;  occ^'pations  and  show 
his  relative  fit  ess  for  others,  then  society  will  become  fixed  or 
vocationally  polymorphic  liks  bees  and  ants  are  fixed  in  their  an- 
imal occupations  at  a  lower  level. 

This  woiild  happe;.  if  the  place  into  which  soae  of  the  ardent 
writers  c  .  this  subject  would  have  the  individuals  put  were  rigid 
and  static.    Hunian  life  can  never  be  confined  within  molds  or  fetters 
and  the  industrial  system  which  hias  man's  interest  at  heart  will 
allow  space  for  development.   Tr.  Bi  eitwieser 's  article  shows  that 
he  opposes  the  placement  of  individuals  into  rigid  or  statie  places. 

Brewer,  J.M.  (Head  of  Vocational  Guidance  Division,  Harvard  University) 
The  Aims  and  Methods  of  Vocational  Guidance, 

Educational  Heview  62,  p.-tges  22-33,  June,  1921. 

'dr.   Brewer  maititains  that  a  ti-ue  democracy  reouires  for  its 

workers  an  education  broad  enough  to  enable  them  to  visualize  the 

vocational  opportu-.ities  open  to  them  and  Trtiich  will  render  them 

capable  of  cooperating  as  free   moral  agents  in  a  aianrer  unknown  in 

any  form  of  autocratic  organization  of  government  or  industry.   He 

believes  that  it  is  the  task  of  a  democracy  to  distribute  its  workers 

efficiently  and  economically  on  the  basis  of  their  aptitudes  in 

preference  to  the  arbitrary  methods  of  assignment  employed  by  many 

paternalistic  governments. 


The  decision  which  the  youth  makes  in  the  choice  of  a  vocation 
has  a  direct  influence  upon  his  civic  activities,  religious  life,  and 
his  recreational  opportxmitios. 

He  calls  our  attention  to  the  fact  that  vocational  guidance  of 
some  sort,  either  good,  bad,  or  indifferent,  is  inf'vit.able,  and  that 
the  present  type  of  advertising,  fetiturlng  'get  rich  quick'  appeals, 
tends  to  mislead  the  youth  about  to  choose  a  vocation.  An  elimina- 
tion of  this  evil  may  be  accomplished  by  affording  to  the  youth  wise 
vocational  guidance. 

Mr.  Bre-wer  discusses  the  methods  of  vocational  guidance  on  the 
basis  of  the  five  steps  in  the  vocational  progress  of  an  individual, 
from  his  earliest  ycjrs  in  school  vintil  he  has  achieved  success  as 
a  worker:   First,  .gaining  broad  and  useful  experiences  that  will  dis- 
c5ovcr  and  try  out  one'''  interest  and  abilities;  second,  studying  the 
opportunities  and  the  problems  of  the  occupational  world;  third, 
choosing  a  vocation;  fourth,  preparing  for  the  occupation;  and  fifth, 
securing  progressive  readjustments  and  promotions  that  will  obtain  a 
satisfactory  vocational  stitus  in  life,  and  an  .:.merican  standard  of 
living. 

The  author  approves  of  psychological  test-^,  for  th^^se  tests 
have  an  important  value  in  enabling  those  in  charge  of  the  work  of 
vocational  guidance  to  become  acquainted  with  the  mental  powers  and 


■  t.. 


deficieiices  of  those  to  whom  this  gijidance  is  to  be  given.   For, 
althoxjgh  they  do  not  reveal  definite  vocational  leanings,  yet  they 
do  reveal  the  probable  general  mental  level. 

Mr.  Brewer  very  effectively  portrays  the  deficiences  of  the 
present  soheme  of  vocational  education.   The  youth  in  determining 
his  life's  vocation  toe  often  acts  blindly  and  hastily  with  the  re- 
sult that  too  many  square  pegs  are  placed  in  round  holes.   Careful 
guidance  and  counsel  should  be  substituted  for  the  sadly  deficient 
efforts  made  at  present.   he  points  out  that  the  vocational  guidance 
offered  under  present  conditions  is  too  often  tainted  by  prejudice 
and  enfeebled  by  erroneous  knowledge  and  suggestions. 

This  very  instructive  article  reveals  the  inadequacies  of  our 
present  system.   Mr.  Brewer  is  not  backward  in  his  indictment  of 
many  features  of  our  present  day  tjpe  of  vocational  guidance.   But 
he  is  not  erely  a  destructive  critic,  for  as  a  substitute  for  the 
antiquated  structure,  he  seeks  to  demolish,  he  offers  a  constructive 
program  which  he  bc^lieves  will  radicate  most  of  tho  vic(>8  enfeebling 
our  present  system.   This  constructive  program,  as  previously  des- 
cribed, is  in  my  opinion  a  valtiable  contribution  toward  arousing  the 
need  for  the  application  of  psychological  principles  to  vocational 
guidance. 


'    •}■  l\ 


,1" 


Bridges,  James  n.  and  Zollinger,  V.^,  (Ohio  State  University) 
The  Correlation  b?rtwean  Intprests  and  Abilities, 

Psychological  Review,  1920,  27,  pages  308-314. 

Mr,  Bridges  and  ais<!  Dollinger  present  a  study  in  comparing 
the  interests  and  abilities  of  students  in  college.   Since  no 
objective  aethod  is  available  for  neasuring  interests,  they  had 
several  hundred  students  at  the  beginning  of  thf  senester  to  arrange 
their  subjects  of  study  according  to  their  interest  in  them.   Next, 
the  students  arranged  courses  of  study  according  to  ability.   At 
t,he  end  of  the  semester  the  grad-  ^  actually  made  by  sach  student 
in  the  courses  were  obtained. 

Records  nrere  obtained  frcns  over  500  students  and  the  relation- 
ship between  interests  and  abilities  was  detcrained  by  Pearson's 
formula  for  mean  square  contingency.   Five  tables  are  given. 

The  results  showed  that  when  ability  is  aeasured  by  college 
grades,  a  very  low  correlation  between  interest  and  ability  is  obtained. 

This  careful  study  fails  to  show  a  high  correlation  between 
Interest  and  ability.   However,  e  must  remember  that  college  grades 
are  not  infallible  measures  of  ability.   Moreover,  the  students'  ar- 
rangement of  their  programs  in  accordance  with  their  interest  may 
have  been  in  some  cases  misleading.   Further  research  work  in  this 
field  is  needed  before  a  conclusion  can  be  drawn. 


^.lo-'^c^./r     1  .' 


s-!.i.-    t--i.-v  ^ 


!•  .r-'--      "f*"    1 


Burtt,  Harold  E.  (Ohio  btate  University) 

Employnent  Psychology  in  the  Rubber  Industry, 

Journal  of  Applied  Psychology,  4,  1920,  pages  1-17. 

llr.  Eurtt  has  spent  some  time  as  consulting  psychologist  of  a 
large  Canadian  rubber  company.   The  article  is  a  general  account  of 
the  method  used  at  the  tire  factory  in  his  research  v/ork. 

He  tells  of  his  preliminary  work  in  getting  personally  oriented 
and  getting  the  proper  harmonious  relations  -«ith  those  in  authority. 
He  gave  a  preliminary  series  of  tests  to  the  executives,  to  tiost  of 
the  foremen,  and  to  a  sampling  of  the  factory  workers,  in  order  to 
familiarize  those  whose  cooperation  was  needed  with  the  methods. 

His  general  procedure  was  the  standardization  of  mental  and 
motor  tests  upon  workmen  of  kno^wn  vocational  ability,  in  order  to 
use  these  standards  for  placement  of  new  applicants  to  the  type  of 
work  for  which  they  would  be  best  suited.   The  operations  he  classi- 
fied into  three  large  classes:   Those  r--;cu5ring  no  special  mental 
ability,  such  as  shoveling  and  trucking;  those  involving  a  few  simple 
operjitions  which  required  a  small  amount  of  intellis;ence;  and  those 
involving  specialized  mental  or  motor  abilities. 

He  gave  thirty-two  tests  in  all  covering  a  rather  wide  range. 
The  majority  of  the  tests  -srere  given  by  means  of  mimeographed  blanks 
to  groups.   Others  -sere  given  individually  with  some  apparatus.   All 
of  the  tests  werp  given  in  two  installmf^'n"  s.   Fach  installment  was 


» J     r  »  , 


,»  .»  nr   ,'■  if  ' 


COm 


divided  into  two  enxial  parts  on  the  basia  of  time.   With  these 
four  test  measures  the  first  one  of  the  first  installment  and  the 
other  tT,'o  likewise  averaged  together.   This  gave  two  test  measureB 
which  could  be  correlated  with  the  two  vocational  measures  to  cor- 
rect the  coefficient  of  correlation  for  i.ttenuation. 

"The  most  promising  tests  -ere  retained,  the  coefficients 
corrected  for  attenuation,  partial  correlations  computed  and  the 
regression  eauation  derived  in  order  to  ?,eigh  the  tests  and  get  the 
best  possible  prediction  of  vocational  ability". 

:!r.  Burtt  proceeded  with  th-^  tests  in  a  strictly  scientific  manner 
to  get  the  best  possible  prediction  for  vocational  ability.   One 
surprising  result  of  the  tests  was  the  low  correlation  of  vocational 
ability  with  most  of  the  tests  involving  aotor  coordination. 

The  test  program  in  th*  casa  of  given  Tforkers  depended  1  irgely 
uron  the  positions  vacant  in  the  factory.   It  occasionally  happened 
that  t)  e  reco  .mendations  on  the  basis  of  the  tests  ran  contrary  to  an 
individual's  interest.   in  that  case,  effort  was  raade  to  dissuade  the 
man  from  the  work  he  wished  to  do. 

Practically  all  men  who  scored  above  the  average  in  thie  tests 
and  were  hired  on  that  basis  were  successful.   A  numb«r  of  men 

with  low  test  scores  who  were  hired  as  a  check  on  the  method  gavf? 
up  the  work  in  a  short  time,  5ndicating  thiat  a  lack  of  success 


■JC"!    ? 


')0 


produced  a  lack  of  interest. 

Mr.  Burtt  iid  not  remain  long  enough  in  the  factory  to  verify 
the  actual  .iccotnplishnients  of  the  tests.   He  convinces  us  that  he 
understand??  the  scientific  -aethod  of  proc-dure,  and  his  experience 
with  tJ-.e  tests  tends  to  s  .ow  that  they  are  of  value  in  predicting 
ability  for  success  in  the  vocations. 

Cattell,  J.  ricKeen  (vditor  of  'Science') 
Practical  Psychology, 

Science  "o  63:30-5.  January  14,  1921. 

i/r.  Cattell  believes  that  research  work  carried  on  by  psycholo- 
gists will  prove  of  great  economic  benefit  to  society.   Tie  st'^tes 
that  at  a  cost  of  about  fifty  cents  each  to  the  army  nearly  two 
million  recruits  of  the  Iste  war  were  given  psychological  tests, 
and  the  value  of  each  for  purposes  of  promotion,  elimination  and 
selection  appears  to  have  been  some'?.'here  between  ten  and  one  hundred 
dollars,  or  a  total  saving  to  the  nation  of  one  hundred  million  dollars. 

He  believes  that  the  econoslc  value  of  such  tests  for  school 
systeas,  for  the  govemnent  service,  for  Industries,  in  all  cases 
where  the  Individimls  are  selected  for  work,  for  promotion  or  for  special 
tasks,  is  equally  great.   Re  thinks  that  ^e  may  be  able  to  double 
the  productivity  of  1 ;bor  by  selecting  individuals  for  the  work  for 
which  they  are  best  fit,  all  the  way  frcm  the  moron  to  the  president 


of  the  nation.   This  ^111  nean  a  saving  of  seventy  aillion  dollars 
a  year  to  the  country, 

Mr.  Cattell  is  most  optimistic  but  hi.«  conclusions  are  based 
entirely  on  the  -work  done  in  the  -war.   He  gives  us  no  further  statis- 
tics, and  his  article  deals  mostly  with  hopes  for  tie  future. 

Chapman,  J.  Crosby  (Associate  Professor  of  Educational  Psychology, 

Yale  University.) 
"Trade  Tests" 

The  Scientific  ileasureaient  of  TradeProficiency, 
lienry  Holt  and  Company,   1921. 

Mr.  Chapman  explains  the  development  of  trade  tests  in  the  army 
and  the  great  bepefit  derived  from  their  use.   He  indicatps  the 
requisites  essential  to  a  test  capable  of  accurately  measuring  the 
vocational  aptitudes  of  the  men  in  the  United  States  Army.   His  sum- 
mary of  rs"^  thods  are: 

(1)  The  m  tho";s  must  be  applicable  to  all  trades. 

(2)  The  methods  must  be  such  that  they  can  be  employed  by  an  intelli- 
gent exaniner  who  has  no  personal  knowledge  of  the  trade. 

(3)  Tlie  methods  must  y?  eld  a  rating  of  a  man  which  is  independent  of 
the  examiners  individual  judgment,  in  orther  words  the  test  must  be 
objective  and  not  subjective. 

(4)  The  m'=thods  must  be  rapid,  an  J  in  most  cases  must  not  require  the 
use  of  tools  or  apparatus. 


The  author  points  out  that  the  amy  test  method  of  trade  test 
is  not  inmediately  applicable  in  its  present  form  to  use  in  indus- 
try.  He  states,  however,  that  the  experimental  methods  which,  un- 
der favorable  conditions,  were  given  such  thorough  try-out  by  the 
army  yielded  results  and  devices  -which  either  in  their  present  form, 
or  in  a  slightly  adapted  form,  may  be  used  to  advantage  in  industry. 

He  explains  in  detail  the  development  and  use  of: 

(1)  Oral  trade  test  methods 

(2)  Picture  trade  test  methods 

(3)  Performance  trade  test  methods 

(4)  VJritten  trade  test  methods 

He  gives  us,  in  detail,  tests  from  the  building,  electrical, 
foundry  and  machinist  trades. 

Dr.  Chapman  reminds  us  that  any  method  of  determining  trade 
qualifications  is  meaningless  unless  coincident  with  it  there  is 
adequate  information  concerning  trade  needs.   He  states  that  any 
analysis  of  a  job  can  be  made  from  two  viewpoints: 

(1)  the  human  q\ialities  and  properties  for  which  it  calls 

(2)  a  detailed  accoiont  of  the  actual  operation  and  skills 
characteristic  of  the  job.   He  deems  t-  e  second  far  more  useful. 

He  mentions  three  distinct  characteristics  essential  to  job  analysis: 

(1)  The  physical  characteristics  of  the  job 

(2)  The  mental  characteristics  of  the  job 

(3)  The  economic  characteristics  of  the  job. 


According  to  the  author's  viewpoint,  the  trade  test  is  not 
an  intelligence  test.   lie  explains  the  use  of  the  various  types 
of  trade  tests  and  the  adaptation  of  method  to  training  of  employees. 

Dr.  Chapman  believes  that  the  standardized  test,  with  prescribed 
levels  of  achievement,  is  most  satisfactory  in  a  specialized  office. 
For  general  use  where  it  is  impossible  to  control  conditions,  the 
Selective  Trade  Interview  is  better,  since  it  is  more  flexible  and 
more  adaptable. 

He  discusses  the  use  of  tests  by  the  U.S.  Employment  Service 
under  the  department  of  labor.   He  cites  some  of  the  special  advan- 
tages which  may  be  derived  from  even  a  limited  use  of  trade  tests. 

He  calls  attention  to  the  significant  fact  that  trtde  tests, 
as  employed  in  the  various  camps  of  the  army,  established  uniform 
standards  of  achievement,  standards  which  did  not  vary  with  place, 
time,  or  examiner. 

Dr.  Chapman  reminds  us  that  we  accept  the  necessity  for  never 
changing  standards  in  the  realms  of  physical  measurement  and  that 
the  application  of  scientific  measursnent  in  the  field  of  human 
skill  should  be  deemed  at  least  as  important. 

The  facts  and   conclusions   set  forth  in  Dr.   Chapman's  book 
are  of  especial  significance   in  that   they  represent  the  resvilts   of 
constant  and  intelligent  experimentation,   not  upon  a   few   individuals, 
but  upon  that  com] osite  cross-section  of  American  life  -  the  army 
of  the  world  war. 


Clark,  J.U. 

Economics  and  '/odern  Ps, cliology 

Journal  of  Political  Lconomica,  Vol.  26,  pages  1-30  and 
136-166,  January  and  February,  lfel8. 


Mr.  Clark  believes  that  it  is  impossible  for  the  economist  to 
ignore  the  p8;ychologist,  and  to  keep  his  studies  from  duplicating 
the  psychologistJs  work  the  economist  should  not  attempt  to  carry 
on  the  psychologist's  work  himself,  but  should  adapt  it  from  the 
psychologist.   Economists  can  not  keep  psychologists  out  of  their 
work  because  it  is  largely  concerned  with  the  workings  of  the  human 
mind. 

He  states  that  it  is  suggestions  that  mold  men's  wants  and 
demands  and  they  may  be  a  direct  part  of  the  business  of  earning  a 
living. 

The  task  of  self-guidance  which  modern  industry  imposes  is, 
according  to  Ur.  Clark,  beyond  the  powers  of  the  xinaided  individual, 
and  the  social  need  of  large  scale  cooperative  guidance  is  largely 
beyond  the  reach  of  individualistic  commercial  incentives. 

He  gives  a  very  detailed  outline  to  indicate  what  should  be 
studied  in  determining  "Frea"  Economic  Choice.    There  are  two  kinds 
of  ef  icienoy,  standardized  and  unstandardised,  and  this  outline  will 
help  in  the  study. 

Mr.  Clark  believes  that  the  value  of  individual  initiative  in 
vocational  guidance  is  so  great  that  a  change  in  any  case  should 


Br 


bear  a  burden  of  proof. 

Mr.  Clark  presents  some  sound  wisdom  in  this  well--written 
article.   The  need  for  the  psychologist  is  suggested  in  the  admis- 
sion that  the  task  of  self-guidance  is  largely  beyond  the  po-^ers 
of  the  individual.   Mr.  Clark  and  the  psych olotrist  are  in  harmony  in 
believing  that  proof  is  in  order  before  instituting  h  change. 

Cody,  Sherwin  (Secretary  and  Managing  Director,  Associated  Schools 
of  Scientific  Business) 
Coramercial  Tests  and  How  to  Use  Them 

Yonkers-On-Hudson,  New  York.   iVorld  Book  Company,  1919. 

The  book  presents  a  discussion  of  the  organization  and  work 
of  the  National  Association  of  Scientific  Business.   This  Associa- 
tion tried  out  and  devised  a  series  of  twenty  tests  which  were  pub- 
lished in  1915  and  1916,  as  Biilletins  Number  1,  2,  3,  and  4. 

The  principles  of  Scientific  Tests,  including  the  army  intell- 
igence tests,  are  explained.   The  national  tests  are  described  in 
detail  with  directions  for  giving  and  grading. 

Mr.  Cody  believes  that  efficiency  may  be  increased,  both  in 
business  offices  and  in  schools  by  the  use  of  mental  tests.    He 
particularly  favors  their  use  in  the  schools.   He  states  that  the 
fundamental  subjects  can  be  handled  to  give  them  a  trude  vocational 
character  by  measuring  speed  and  accuracy  in  such  a  way  that  employers 
will  award  positions  partly  on  the  records  of  such  measurement. 


■m    'uo 


The  way  to  accomplish  this  is  to  establish  standards  of  measure- 
ment and  to  keep  a  national  employment  list  of  students  with  their 
records.   He  believes  that  this  will  be  an  incentive  to  students 
to  do  better  work  in  school  and  an  opportunity  to  students  to  more 
readily  receive  employment.  ->, 

He  discusses  the  cost  of  the  labor  turnover  and  states  that 
a  general  use  of  standard  measurements  for  office  employees  alone 
would  save  thousands  of  dollars  to  ea^loyers. 

Hot  only  would  money  be  saved,  but  in  addition  employees  would 
be  encouraged  to  prepare  themselves  for  higher  positions.   The 
substitution  of  definite  conditions  for  promotion  for  vague  promises 
will  banish  suspicions  of  favoritism  and  induce  employees  to  strive 
for  advancement. 

Mr.  Cod;y  emphasizes  the  benefits  that  may  acrue  from  the  use 
of  tests,  especially  in  the  schools.   ^^is  book  presents  some  good 
reasons  for  the  use  of  tests.   He  fails  to  give  us  concrete  facts 
of  what  has  actiially  been  accomplished  by  their  use,  other  than 
recounting  the  war  experience. 

Colvin,  Stephen  S.  (Brown  UniverPity,  i^rovidence,  R.I.) 

Psychological  Tests  at  Brown  University  10:27-30,  July  5,  1919. 

Mr.  Colvin  tells  of  the  giving  of  a  series  of  tests  to  the  men 

in  Brown  University  at  intervals  of  several  months  duration.   The 


preliminary  resvdts  ahc^ed  that  thftse  test''  v;ould  probably  be  of 
value  in  determining  scholastic  ability  and  success  in  college  of 
the  students  examined. 

After  the  marks  of  the  first  term  had  been  recorded,  correla- 
tions were  made  between  these  and  the  various  psychological  tests. 
Likewise,  correlations  were  obtained  between  the  tests  and  marks 
of  the  second  term.   Also,  between  these  and  the  average  mark  of 
the  first  and  second  terms  combined.   He  gives  a  table  to  show  cor- 
relations. 

The  results  of  these  tests  proved  so  satisfactory  that  they  are 
being  continued  and  extended  at  Brown  University.   Each  entering  stu- 
dent will  be  given  the  Columbia  Comprehensive  Tests  and  his  admission 
to  college  largely  determined  by  his  degree  of  success  or  failure 
in  passing  them.   By  evidence  furnished  through  these  and  other 
tests  and  by  ad  itional  information  secured  from  other  sources,  it 
is  planned  to  aid  students  in  selecting  their  subjects  of  study  and 
in  choosing  their  life  vocations. 

Mr.  Colvin's  theory  of  assistance  is  good,  and  his  preliminary 
work  scientifically  planned.    We  cannot  at  this  early  date  predict 
success  for  the  methods  involved.   More  concrete  results  are  needed. 


1o  z 


Crathorne,  A.R.  (University  of  Illinois) 

Change  of  Mind  Between  High  School  and  College  as  to  Life  riork. 

School  and  Society,  Volume  XI,  January  3,  19?0,  pages  28-30. 

The  article  contains  a  fnimmary  of  the  more  important  results 
of  the  investigation  by  the  National  Conmittee  on  Mathematical  Re- 
quirements on  the  change  of  mind  as  to  life  work  of  boys  and  girls 
betvreen  entrance  to  high  school  and  entrance  to  college. 

Two  thousand  college  freshmen  were  studied  by  means  of  ques- 
tionnaires which  they  answered.    It  was  found  that  on  entering  high 
school  fifty-seven  percent  of  these  students  had  decided  upon  a  life 
work.   Before  entering  college,  exactly  fifty  percent  of  these 
fifty-seven  percent  had  changed  their  minds.   There  was  very  little 
variation  for  sex. 

This  investigation  is  pertinent  for  the  purposes  of  vocational 
guidance.    It  tends  to  show  that  special  aptitudes  for  juat  one 
occupation  are  very  rare  and  that  most  persons,  so  far  as  capacity 
is  concerned,  could  pursue  any  one  of  several  different  occupations 
with  practically  equal  chances  of  success. 

Dickson,  Virgil  E.  (Director,  Bureau  of  Research  and  Guidance,  Berkeley) 
Mental  Tests  and  the  High  School 

The  Sierra  Wews,  October,  1920,  pages  481-483. 

I  have  thought  it  best  to  quote  the  author's  own  words: 

"The  level  of  intelligence  is  probably  the  most  important  single 


c 


factor  in  determining  the  placement  or  guidance  of  any  individual..." 

"Up  to  a  certain  level  the  controlling  factor  for  many  voca- 
tions and  responsibilities  ^n  life  is  undoubtedly  mental  capacity." 
Dr.  Dickson's  long  experience  in  guidance  enables  him  to  esti- 
mate the  value  of  the  levels  of  intelligence,  as  determined  by  psy- 
chological tests.  In  vocational  selection. 

.  '1 
Fisher,  Boyd 

"Has  Mental  Hygiene  a  Practical  Use  in  Industry?" 
Mental  Hygiene,  July,  1921,  pages  479-498. 

Mr.  Fisher  informs  us  that  in  the  clothing  trade  in  Baltimore 
the  unions  themselves  recently  consented  to  a  grading  of  vrorkers 
according  to  ability,  and  approved  a  plan  of  varying  rates  of  com- 
pensation in  each  grade.   Armour  and  Company,  the  Westinghous 
Companies,  the  General  Electric  Compsny  and  Sears  Roebuck  are  among 
the  rell-known  concerns  vho   rate  their  workers  according  to  intelli- 
gence and  ot.her  qualities  as  a  basis  for  assignment  and  promotion. 
Nearly  everj"-  modern  employment  department  has  made  or  is  making  a 
set  of  job  specifications.   Not  only  the  physical  strength  and 
skill,  but  also  the  degree  of  mental  capacity  is  usually  prescribed. 
He  thinks  it  is  wasteful  to  ynt   a  man  on  a  job  for  Trtiich  he  is  not 
competent  or  to  squander  a  brilliant  worker  upon  a  job  beneath  his 
qualities.   Mr.  Fisher  states  that  industrial  managers  have  learned 


that  some  jobs  thrive  in  the  hands  of  the  morons.   He  cites  monoton- 
ous inspection  work  in  certain  button  factories  as  an  example. 
Even  if  laorons  do  not  lower  the  efficiency  of  operation,  he  ";  elieves 
it  is  nevertheless  valuable  to  "tag"  them,  if  only  to  spare  us  the 
trouble  of  trying  to  force  them  beyond  their  capacity. 

It  is  interesting  to  learn  that  so  many  large  concerns  are 
finding  the  use  of  psychological  methods  as  a  basis  for  assignment 
and  promotion  of  value  to  them.   However,  Mr.  Fisher  makes  only 
statements.   He  gives  us  no  definite  information  of  the  actual 
■workings  of  the  plan. 

Frost,  Eliott  (Rochester,  Hew  York.) 

What  Industry  Wants  and  Does  Rot  Want  from  the  Psychologist 

Journal  of  Applied  Psychology,  1920,  Number  4,  pages  18-25. 

Mr.  Frost  mentions  that  the  needs  of  industry  are  great  and 
that  she  is  worthy  of  such  help,  as  she  needs.   He  names  thirty-three 
specific  needs  among  which  are  Psychological  testa  and  Vocational 
Guidanoe. 

He  states  that  making  money  is  the  expectation  of  biisiness  and 
that  the  annual  economic  loss  in  this  coiintry  from  labor  turnover  is 
estimated  at  one  and  one-half  billion  dollars.   Fifty  percent  of 
the  turnover  is  caused  from  discharge  occasioned  by:   Inadaptability, 
Unwillingness  to  work,  Jfrong  Attitudes  toward  work  or  Positive  Mis- 


conduct.   The  other  fifty  percent  is  due  to  dissatisfaction. 

Mr.  Eliott  believes  that  psychology'-  can  help  the  employment 
manager  in  his  hiring  and  firing;  and  making  of  transfers  Trithin 
the  plant,  if  it  can  devise  a  simple  readily-applied  test  to  de- 
termine (a)  Intelligence,  (b)  Adaptability  to  ^articular  Tasks, 
and  (c)  Temperament.     In  this  connection  it  is  •".■•ell  to  reraetiber 
two  facts:   First,  theit  labor  is  usually  either  very  abundant  or 
abnormally  scarce.    If  abundant,  rough  empirical  tosts  \7i  th  recom- 
mendaticns  do  ver'j  well.   If  scarce,  the  man  will  be  taken  on 
anyhow,  whatever  his  mental  rating;  Second,  we  nsod  to  remeaber 
that  vocational  training  does  not  place  a  man.   Mr.  Frost  believes 
that  it  is  the  Law  of  Supply  and  Demand  and  not  his  ambitions  or 
aptitudes  which  determines  the  career  of  most  men  in  industry. 

Mr.  Frost  advises  us  that  industry  does  not  •?"3.nt  a  booklet 
of  psychological  tests;  that  the  advertised  success  of  the  latter 
in  the  army  camps  has  not  sold  the  ideas  to  the  manufacturers; 
that  the  manufacturer  must  be  shown  the  value  of  any  technique  by 
pati  fnt  education  and  proved  results.   Sot  theories  but  concrete 
results  are  needed. 

He  deplores  the  tendency  tor.'ard  depersonalization  and  mechaniza- 
tion and  says  that  industry  needs  a  new  vision  of  the  importance 
of  psychology  itself  more  than  analysis,  teaching  of  aliens,  train- 


ing  of  foremen,  or  tests. 

This  paper  which  ■was  read  at  the  annual  meeting  of  the  American 
Psychological  Association  in  1919  is  in  my  opinion  very  apropo.    In 
any  new  movement,  enthusiasts  will  tend  to  nialre  claims  that  are 
soraeT^hat  unsupported  by  facts.   Mr.  Frost  states  that  not  theories 
but  concrete  results  are  needed. 

Gerhardt,  P.W,  (Superintendent,  Transportation,  Dallas  Street  Railway) 
Psychological  Tests  for  Workmen 

Industrial  Management,  7011016  51,  pages  605-607. 

Mr.  P.W.  Gerhardt  states  that  by  using  psychological  tests 
upon  Tiotormen  they  increased  the  length  of  time  of  employment  for 
motormen  seventy  percent.   He  estimates  that  the  hiring  and  train- 
ing of  each  man  costs  betveen  twenty-five  and  seventy-five  dollars 
and  he  makes  clear  that  the  saving  in  this  itea  alone  is  considerable. 

These  tests,  according  to  Mr.  Gerhardt,  enable  his  coT.pany  to 
select  from  applicants  for  positions  those  men  who  are  best  fitted 
for  the  job.  His  survey  shows  that  this  intelligent  selection  of 
employees,  made  possible  by  the  application  of  such  tests  as  his  com- 
pany uses,  contributes  directly  to  the  lessening  of  accidents. 
Such  a  salutary  condition  cannot  but  increase  the  good  will  of  the 
patrons  of  the  street  car  system. 


The  author,  whose  position  as  superintendent  of  an  exten- 
sive traction  system  enables  them  to  closely  observe  the  actual 
practical  workings  of  these  psychological  tests  ^iven  to  over 
1,500  employees,  makes  a  valuable  contribution  in  support  of  the 
importance  of  psychological  tests  for  vocational  selection. 

Goddard,  H. H. 

Human  Efficiency  and  Levels  of  Intelligence 
Princeton  University  Press,  1920. 

Mr.  Goddard  makes  it  clear  in  this  well-TTritten  article  that 
the  greatest  cause  of  the  present  inefficiency  and  xrnreat  in  the 
industrial  world  is  due  to  the  fact  that  men  have  different  intelli- 
gence levels  and  to  the  lack  of  the  application  of  this  truth  in 
industry. 

He  feels  that  since  our  army  experience  of  mental  tests, 
we  must  admit  the  fact  that  every  human  being  reaches  at  so:.-ie  time 
a  level  of  intelligence  beyond  which  he  never  goes:  these  levels 
range  from  the  lowest  or  idiotic  to  the  highest  level  of  genius. 

While  intelligence  or  mental  level  is  not  the  only  factor  in 
human  efficiency,  it  is  the  determining  factor  .   "intelligence 
is  a  matter  of  brain  cells  and  neuron  patters,  and  still  more 
definitely,  it  is  a  question  of  the  development  of  the  larger  asso- 


»    tnf 


elation  areas  of  the  brain,  ihe  functioning  of  which  develops  rela- 
tively late,  and  hence  this  develorment  is  particularly  liable  to 
arrest;  moreover,  -.'hen  such  arrest  has  taken  place,  there  is  no 
evidence  that  it  ever  starts  up  a^ain. "   Our  social  inefficiency 
is  due  primarily  to  the  large  percentage  of  low  intelligence  and 
secondaly  to  a  lack  of  appreciation  of  this  large  number  of  persons 
of  low  intelligence  by  persons  of  higher  intelligence. 

Mr.  Goddard  believes  tnat  it  is  un.just  to  the  group  of  low 
intelligence  to  attribute  their  I'ailures  to  maliciousness  or  to  lack 
of  opportunity.   We  should  appreciate  that  they  are  doing  the  best 
they  can  Trith  their  limited  intelligence  and  eliminate  them  from  the 
group  of  self -directing  efficient  people.   They  should  be  placed 
in  an  environment  where  they  can  use  such  intelligence  as  they  possess 
and  where  they  can  be  at  all  times  under  the  care  and  oversight  of 
intelligent  people. 

Not  only  will  this  group  of  people  oflow  intelligence  be  happier 
and  more  efficient  when  they  are  provided  for  in  the  environment  cre- 
ated for  them,  but  the  total  efficiency  of  society  will  be  increased. 

The  efficiency  of  the  human  group  is  not  so  much  a  question  of 
numbers  of  persons  of  high  and  low  intelligence  as  it  is  whether  each 
grade  of  intelligence  is  assigned  a  part  in  the  whole  organization 


that  is  within  its  capacity. 

Mr.  Godiard  suggests  that  -we  emulate  the  social  organization 
of  the  bee  more  and  its  supposed  industry  leas.   The  bee  actually 
works  f-,v«nty  minutes  a  day.   T'e  f;reat  amount  of  work  ho  accoaplishee 
is  due  to  the  perfect  organization  of  the  hive. 

This  well-written  book  causes  us  to  consider  the  beneficent 
results  which  aight  ensue  from  the  application  of  its  principles  to 
society.   The  author's  ideas  are  original,  there  is  substantial 
wisdom  in  the  aethods  he  proposes,  and  the  reader  will  not  regret 
the  time  spent  in  e:<aniining  his  thoughts. 


Greenwood,  G.VJ.   (Secretary,  United  Simple  Hefractories  Company) 
iiimple  Tests  for  Office  Applicants, 

Industrial  Magazine,  t^ay,  1919,  pages  377-37S. 

Mr.   Greenwood  si^tes  that  welfare  work  should  be  corcGrnRd  in 
finding  whst  line  of  activities   each  one  aioet  enjoys,  and  so    ffer 
as  possible  assigning  hie  to   that  line. 

Ke  believes  Uiat  it    is  pospibie  to  ascertain  ly  tests   for  what 
■^ork  one  is  not  especially  fitted.       His  plan  for  finding;  out  Trho 
would  not  be  successful   is  given.        This  nethod  consists   in  giving 
four  tests  which  he  outlines.       lie  believes  that  applying  these  tests 
to  ascertain  who  If.   not  fitted  for  ttie  job  is  better  than     "going  at 
it  blindly". 


This  man  who  is  concerned  in  employing  men  admits  that  there 
is  sonething  in  tests.   ]7o  data  are  given. 

Haines,  Thomas  H.  (Ohio  State  University,  Colvmbus,  Ohio) 

Detecting  the  Feeble-aiinded  in  a  City  School  Population 

Journal  of  jhducational  Psychology,  1919,  10,  pages  501-508. 

Mr.  Haines  presents  a  report  of  the  examination  work  of  over 
18,000  school  children  of  Ohio.   This  work  was  undertaken  for  the 
Board  of  Education  of  Ooluinibur, ,  Ohio  by  the  Ohio  Bureau  of  Juvenile 
Research. 

Examination  was  conducted  by  the  Terkes-Pridges  Point  Scale 
method  and  a  year  scale.   One  hundred  and  fifty-seven  children  out 
of  the  18,223,  enrolled, cr^^S^i^  and  six-tenths  p^r  cent,  ^rere  reporr 
ted  Xe;^ble-minded. 

Thf  results  of  examinations  are  carefully  tabiilated  'tables  1, 
2,3,4,  pages  503,  505,  506,  and  507.   The  intelligence  examinations 
are  an  important  means  of  separating  the  feeble-minded  from  those 
who  are  competent  but  the  moral  attitudes,  edijcational,  vocational 
and  social  facts  must  be  considered  in  all  doubtful  cases. 

l£r.  Haines  emphatically  believes  that  these  non-potential  citizens 
in  the  public  schools  are  a  postive  -waste  of  social  substance. 

SinQe  educational  work  must  be  adapted  to  the  needs  of  the 
individual,  it  follows  that  an  intelligence  survey  may  not  be  omitted; 


because  it  afforif  indispensable  information  for  the  intelligent 
planning  of  the  education  or  preparation  for  citizenship  of  all  the 
students. 

Thi?  article  illustrates  the  application  cf  psyohologj^  to  schools 
"by  the  vse   of  the  intelligence  tests.    The  data  on  intelligence 
measuring  will  furnish  useful  information  to  any  sc'-.ool  that  is 
seeking  to  understand  why  nome  children  cannot  be  interested  in 
nor  receive  benefit  from  their  school  work.    It  is  valuable  in  that 
it  accents  the  importance  of  correct  classification  of  students. 


Hall,  G.  Stanley  and  Teissier,  L.R.  (iiditors.  Journal  of  Applied 

Psychology) 
Psychology  in  Ncnf  Jersey  State  Prison 

(Notes)  Journal  of  Applied  Psychology,  4,  19^0,  pages  112-114. 

"The  present  program  of  psychological  examining  at  the  Tl<=f^ 

Jersey  Btate  Prison  includes  an  attempt  to  introduce  scientific 

rnanagement  in  the  problems  of  industrial  and  vocational  asrignraents 

of  prisoners." 

To  accomplish  this  the  psychological  section  of  tho  '"sychiatric 

Clinic  has  instituted  n  psychological  end  industrial  analysis  cf  the 

Prison  activities  both  vocational  and  indxistrial.   This  analysis 

is  intended  to  form  the  basis  of  intelligent  assigrmont  of  nen  to 

shops  or  tasks.   The  regular  rrork  of  the  Ps,  chologist  calls  for  in- 


dividtial  analysis  of  each  prisoner  with  respect  to  his  general 
intelligence,  ment-^l  reaponsibility,  vocational  aptitudes,  and 
industrial  qualifications.    It  is  the  hope  of  the  Department  to 
affect  the  coordination  of  this  man-analysis  and  .job-analysis  in 
such  a  --Tay  that,  knowing  the  capabilities  of  the  man  and  the 
requirements  of  the  job,  the  welfare  of  the  prisoners  and  their 
efficiency  in  tasks  may  be  materially  advanced. 

The  assistant  psychologist,  aided  by  a  graduate  student  in 
psychology,  has  conducted  psychological  and  vocational  analyses 
of  numerous  'jobs*  in  the  Prison.    The  resxilts  show  that  the 
print  shop,  for  example,  is  a  highly  specialized  industry,  calling 
16r  particular  degrees  of  skill  xrhich  are  ordinarily  attained  only 
after  long  practice.   The  print  shop  also  presents  an  industry 
whose  various  operations  are  highly  differentiated  with  respect 
to  the  gradation  of  processes  in  the  industry.   The  Psychologist, 
therefore,  has  found  very  clear  dependence  of  success  upon  general 
intelli  ;ence  and  general  education  in  the  succession  of  tasks  in  the 
print  shop.   In  addition,  it  is  possible  in  the  print  shop  to  meas- 
ure the  degree  of  specific  aptitude  and  skill  which  men  must  possess 
for  immediate  success  in  the  work  of  the  shop.    It  is  easily  pos- 
sible to  apply  mental  tests  such  as  alphabet  sorting  and  visual  dis- 


crimination,  and  tests  of  special  forms  of  fatigue  which  irould  be 
applicable  to  the  assignment  of  men  to  work  in  the  print  shop". 

After  the  individual  analysis  of  the  nian  and  the  shop  analysis, 
it  will  be  possible,  knowing  the  requirements  of  the  job  and  the 
capabilities  of  the  man,  to  assign  a  man  to  a  job  on  a  scientific 
basis.   This  work  so  recently  installed  in  the  Prison  cannot  as  yet 
give  data  of  concrete  results  but  sane  progress  is  actxaally  being 
made.   The  assigning  officer  at  the  Prison  is  already  using  the 
results  of  the  psychological  examining  in  such  a  way  as  to  enable 
him  to  place  men  more  successfully  than  heretofore. 

This  program  seems  to  me  a  good  one  for  increasing  efficiency 
and  well-  eing  of  the  workers. 

Henmon,  V.A.C.  (University  of  Wisconsin) 

Air  Service  Tests  of  Aptitude  for  Flying 

Journal   of  Applied  Psycl  ology,   volume   3,   1919,   pages  103-109 

This  article  presents  chiefly  a  review  of  the  work  done  by 
the  psychologists  in  the  Air  Service  during  the  war. 

The  result  was  that  in  spite  of  the  Examining  Boards  and 
Physical  Examining  Units  which  eliminated  fifty  to  sixty  percent  of 
applicants,  and  in  spite  of  Ground  Schools,  irhich  eliminated  fifteen 
percent  of  the  survivors,  there  were  at  least  six  percent  of  men  who 
reached  Flying  Fields  who  were  discharged  or  transferred  because 


of  inaptitude  for  flying.   The  report  of  thr  Director  of  Military 
Aeronautics  for  the  period  ending  June  30,  1919  showed  that  at  that 
time  4,980  men  had  been  commissioned  and  about  400  had  been  dropped 
for  inability  to  fly. 

Over  and  above  the  six  percent  who  failed  completely,  there 
are  a  considerable  number  who,  while  ultimately  conmissioned,  have 
no  aptitude  for  flying,  learn  with  difficulty  and  smash  ships. 
Taking  into  consideration  that  the  total  cost  of  flying  training  is 
|2,00  per  minute  in  the  air,  and  the  enormous  cost  of  wrecked 
ships,  it  is  easy  to  see  the  need  for  improvement  in  the  mfithods  of 
selecting  flyers. 

'Psychologists  tried  out  a  number  of  tests  in  order  to  select 
those  whi(di  would  prove  reliable  for  the  selection  of  Flyers.   They 
tried  out  ten  following  tests  for  measuring. 

1.  Emotional  Stability 

2.  Perception  of  Tilt 

3.  Swaying 

4.  Visual  Reaction 

5.  Auditory  Reaction 

6.  Equilibrium  Reaction 

7.  Equilibrium  Differential 

8.  Extension  of  Curves 

9.  Thomdike's  Mental  Alertness  Test 
le.  Athletic  Achieve^ient  and  Interest. 


The  correlations  of  the  individual  tests  with  Flying  Ability 
were  worked  out  from  experiments  conducted  at  Kelly  Field  and  data 
are  given.    The  results  show  that  the  best  tests  are  efnotional 
stability,  especially  the  hand  response,  perception  of  tilt,  and 
mental  alertness.   The  results  of  these  and  other  experiments  lead 
to  the  conclusion  that  tests  for  determining  aptitude  for  flying 
are  practical. 

This  article  is  an  interesting  accoxont  of  th>e  work  of  the  psychol- 
ogists in  the  field  of  aviation  during  the  war.    It  is  a  valuable 
contribution  for  it  emphasizes  the  importance  of  using  psychology 
to  select  men  for  the  vocation  of  flying  that  human  life  may  be 
conserved. 

Hill,  David  S.  (President  of  the  University  of  Ifew  Mexico) 
Introduction  to  Vocational  education 

New  York.   The  Macl^illan  Company,  1920 
Chapter  XIII,  pages  420-448. 
Applications  of  Psychology  to  Instruction  and  Industry. 

Mr.  Hill  presents  an  interesting  sketch  in  regard  to  the  use 
of  the  application  of  psychology  to  industry,  business  and  edtication. 
He  discusses  the  nature  of  psychology,  its  early  expectations  and 
present  status.    He  refers  to  it  as  a  branch  of  a  pure  science  which 
is  only  in  its  beginning.   He  issues  a  word  of  Taming  upon  the  im- 
portance of  discriminating  between  the  fraudtilent  practices  in  the 


naae  of  psychology  by  phrenologists  and  other  charlatans  and  the 
scientific  work  car^-ied  on  by  men  and  women  enrolled  in  the  American 
Psychological  Association,  or  under  the  National  Council  of  Research. 

He  analyzes  general  intelligence  and  discusses  the  problem 
of  measuring  abilities  and  traits  in  the  schools,  in  the  army,  and 
in  industry,  by  a  more  scientific  procedure  than  guessworlc.   He 
refers  to  the  recent  experiments  in  this  field  of  utilising  tests 
of  intelligence  and  rating  scales.        '       '■     r^ 

He  believes  that  applied  psychology  has  value  in  conserving 
mental  health,  and  in  the  saving  of  time  in  the  learning  process.   He 
states  that  a  skillful  presentation  in  conferences  and  readings  of 
the  essential  principles  of  abnormal  psychology  might  help  personnel 
and  vocational  experts  to  detect  points  of  undiscovered  capacity 
as  a  basis  for  occupational  training,  as  well  as  serious  defects 
interfering  with  any  proposed  vocat'onal  training  or  job. 

Mr.  Hill's  article  tends  to  show  that  he  believes  psychology 
may  have  an  important  place  both  in  education  and  in  indv.stry. 

Milliard,  Edmund  B.  (Superintendent,  Berkshire  Industrial  Perm, 

Canaan,  New  York.) 
The  Importance  of  Physical  and  Mental  Examinations  as  an  Aid 
to  Treatment  and  Training  in  a  Reform  Institution 
The  Journal  of  Delinquency,  March,  1921. 

Mr.  Hilliard  makes  clear  that  a  complete  diagnosis  of  reform 

school  children  has  a  great  practical  value.   He  states  that  while 

medical  and  surgical  treatment  for  bodily  ailments  such  as  defects 


of  eyes,  ears,  throat,  nose,  stooped  shoulders,  spinal  curvature, 
and  the  like,  are  first  attended  to,  yet  their  bearing  upon  the 
neurolOf;ical,  psychological,  and  sociological  conditions  of  the  case 
is  the  important  and  instructive  thing. 

An  expert  r^ychologist  can  tell  Trhether  an  individual  is 
feeble-rriinded  or  of  border  line  deficiency  and  of  imstable  nature 
and  whether  his  manual  or  mental  work  should  be  stressed.   This 
saves  wasted  effort  of  patience  and  discipline  in  seeking  to  accom- 
plish the  impossible  and  at  the  same  time  enables  the  teacher  to 
apply  the  right  kind  of  training. 

This  article  coming  from  a  man  of  large  practical  experience 
in  dealing  with  children  shows  a  very  important  work  that  psychology 
can  accomplish  in  enabling  the  teacher  to  apply  the  right  kind  of 
training. 

Holling^orth,  H.L.  (Associate  Professor  of  Psychology,  Colximbia 

University.) 
Vocational  Psychology 

H.L.  Appleton  and  Company,  1920. 

The  book  deals  with  the  individual  differences  in  mental  levels 

and  their  relation  to  the  vocations  best  suited  to  the  individxml 

or  most  helpful  to  the  employer  in  selecting  workers  from  a  group 

of  applicants. 


Mr.  Hollingworth  traces  the  development  of  mental  tests  from 
primitive  magic  to  the  uniform  principles  of  technique,  record  and  treat- 
ment of  measures  Ti'hich  are  now  used.   He  points  out  the  special 
purpose  of  mental  tests  and  some  benefits  that  society  may  derive 
from  their  proper  use.   He  gives  a  report  of  detailed  examinations 
of  mental  characteristics  of  successful  men  made  by  Dr.  Edouard 
Toulouse  of  France  -who  raade  a  carefiil  survey  of  the  mental  traits 
of  Zola,  the  novelist  and  Poincaire,  the  mathematician.    In  each 
case  a  study  of  the  heredity  development,  physical  condition, 
sensory  acuity,  various  kinds  of  memory,  attention,  imagery, 
reaction  time,  association  of  ideas,  language  ability,  handwriting, 
character,  habits,  and  opinions  on  various  subjects  were  stated. 

He  reviews  the  use  of  the  psychograph,  the  gradei  scales  of 
intelligence  tests,  self-analysis  in  their  relation  to  vocational 
effort.   He  discusses  the  five  main  occvipational  groups  in  regard 
to  the  present  resultr-  of  vocational  psychology  and  the  determinants 
of  aptitudes.   iiis  conclusion  is  that  the  program  of  this  new 
science,  together  with  the  d  finite  and  positive  contributions 
already  jielded,  has  truly  placed  the   twentieth  century  as  begin- 
ning to  realize  the  increase  in  our  knowledge  of  huraan  nature  and 
in  our  power  to  use  it  for  our  welfare. 

Mr.  KollingTJorth  traces  historically  the  general  conception 


of  vocational  psychology  and  states  the  present  tendencies.   The 
bock  is  a  good  statement  of  the  psych ologisiJs  point  of  view. 

Hollingworth,  L.S. 

Vocational  Aptitudes  of  Viomen 

hollingworth's  Vocational  Psychology,  Chapter  X. 

Miss  liollingworth  points  out,  in  5n  able  manner,  that  there 

is  no  considerable  differences  in  average  nental  ability  caused 

per  se;  no  sex  differences,  in  mental  traits  which  would  imply  a 

division  of  labor  on  psychological  grotmds. 

Hollingworth  and  Poffenberger 

H.L.  Hollingworth  (Associate  Professor  of  Psychology,  Columbia 

Univers  ity) 
A.T.  Poffenberger  (Instructor  in  Psychology,  Columbia  University.) 
Applied  Psychology, 

Appleton  and  Company,  1919. 

Mr.  Ilollingworth  and  Mr.  ?of I'enberger  consider  the  field  of 
applied  psychology  to  be  ever^-  situation  in  wi  ich  h\iman  behavior 
is  involved  and  trhere  economy  of  human  energy  is  of  practical 
importance.   ITie  book  deals  in  a  general  discussion  of  the  aims, 
the  various  fields  of  endeavor,  the  methods  and  the  accoraplishiients 
of  applied  psychology.   The  significance  of  the 
econony  of  human  energy  to  the  vocations  is  stressed  in  the  dis- 
cussion of  the  application  of  psychology  to  hum^n  behavior.   The 


authors  recognize  that  psychology  is  limited  to  the  determination 
of  means,  but  the  deteraination  of  ends  and  their  values  is  be- 
yond its  sphere.   It  is  stated  in  the  preface  that  psychology 
has  been  recognised  as  a  vocation  \inder  the  civil  service  regula- 
tions.  Applied  psychologists  are  called  to  work  in  factories, 
schools,  courts,  hospitals,  agencies,  banks,  employment  depart- 
ments and  various  branches  of  uunioipal  and  civic  enterprise. 

The  authors  recognize  that  the  field  of  applied  psychology 
is  vague  and  unorganized,  yet  they  believe  that  applied  psychology 
will  be  used  more  and  more  to  polve  social  and  industrial  problems. 

Mr.  Hollingworth  and  Mr.  Poffenberger  believe  that  one 
of  the  greatest  contributions  of  psychology  to  society  may  l>e  found 
in  eliminating  the  hiiman  and  eccno^iic  waste  of  the  labor  turn- 
over.   ■I'hey  feel  confident  tha.t   this  may  be  accomplished  by  the 
selection  of  the  employees  through  a  more  adequate  vocational 
diagnosis  of  their  general  p.ental  capacity  or  their  special 
aptitudes.   'incentives  and  rewerds,  conpetent  instruction  and 
tniining,  and  the  provis?ion  of  the  most  effective  environmental 
conditions  nay  not  be  disregarded  for  they  play  a  most  important 
part  in  keeping  the  -worker  contented  and  satisfied  with  his  .-job. 

The  authors  advocate  psychological  tests  as  aids  in  making 
proper  selection,  and  mention  the  work  done  in  this  field  by 


Thomdike,  Scott,  Miinsterberg,  and  others.   They  suggest  that 
in  the  application  of  any  science  to  the  concrete  purposes  of 
practical  life  various  institutional  adjustments  are  necessary. 
They  predict  that  the  immediate  fut,ure  of  aprlisd  psychology  will 
be  similar  to  that  of  applied  cheid^stry  and  bacteriology,  by 
hearing  and  integral  and  uniTersal  part  of  our  individual  indus- 
trial social  lives.   Later  the  consulting  psychologist  Trill  be 
indispensable.         <  "-•• 

Susmarizing,  then,  the  book  defines  the  scope  of  applied 
psychology,  narrates  its  history  and  gives  a  general  evaluation 
of  its  potentialities  to  society  iind  attempts  a  prediction  of  its 
future. 

The  authors  jive  a  ^ood  description  of  the  cultural  applica- 
tion of  -  s;,chological  knowledge  from  the  psychologist's  viewpoint. 

Hubbell,  U.D. 

How  to  Select  Employees 

From  the  Book  -  More  i^ork  Per  ?fen   (Van  Devent^r) 

New  York.        The  Engineering  r.!agazine  Company,   1921. 

Mr,   ilubbell   states   that  there  is  aiuch   in' Science   of   Character 

Analysis'  by  the  observation  method,  but  more  scientific  basis 

for   selecting  en^loyees   is   rapidly  being  evolved  in  the   scientific 

laboratory  tests  now  being  worked  out. 


Although  few  employnent  men  ■«rill  have  the  time  to  go  into  the 
exhaustive  studies  necef?sRry  to  T'^ork  out  the  tests  basing  them 
upon  the  law  of  averages,  a  study  of  the  tests  and  methods  will 
show  some  tJiat  can  be  adapted  to  the  individual  plant  and  also 
suggest  other  simple  tests  which  will  locate  fairely  accurately 
what  qualifications  are  involved,  and  rate  the  applicant 
on  these  qualifications. 

Good  tVieoretical  ideas. 

Jaques,  Margaret 

Mental  Tests  for  Typists  and  Stenographers 
Indt'.striol  I'^mige-iient j  ■''.ugt)F,t,  1919 

Volume  58,  number  2,  pages  146-147. 

Miss  Jaques  states  that  the  following  companies  have  used 
mental  tests  with  success  in  selecting  employees:   The  Charles 
Williain  Stores,  for  typists;  the  Dallas  Street  Railway,  for  motor- 
men;  the  Comfort  Publishing  Co'npany  and  the  Metropolitan  Life 
Company,  for  clerical  workers;  and  the  Arco  Paint  Company  and  the 
American  Tobacco  Company,  for  salesmen. 

j'he  names  and  explains  the  four  tests  used  for  typists,  and 
the  method  of  living  them  as  practiced  in  the  Chas.  William  Company. 
Thirty-eight  typists  who  had  been  in  the  entry  division  for  at 
least  six  months  were  given  the  tests.   tm   accurate  record  of  each 
girl's  output  for  the  previous  six  months  showed  her  typing  ability. 


According  to  the  chart,  those  girls  who  could  type  the  most  sheets  - 
500  to  735  per  day  -  were  also  the  ones  irho  raade  the  hest   test  recods. 

ITie  results  of  the  tests  showed  that  In  a  few  minutes  testing 
they  could  usuall;^  pick  out  the  very  good  girl  and  the  very  poor 
girl,  but  it  was  difficult  to  discriminate  among  the  average  workers. 

These  facts  tend  to  show  xhat  psychological  tests  are  already 
proving  of  benefit  to  industry  in  the  employing  of  typists  and 
stenographers. 

iielley,  Truraan  L.  (Stanford  University) 

Principles  Underlying  the  Classification   of  Men 

Jourrjal  of  Applied  i=sychology.   Volume   III,   1919, 

pages   50-76. 

Mr.  Kelley  presents  some  of  the  principles  underlying  war 
procedure  which  were  developed  or  strengthened  by  his  experience 
in  the  War  Department.   His  discussion  has  special 
reference  to  the  selection  of  officer  material  from  Students'  Army 
Training  Corps.   The  principles  of  selection  underlying  this 
procedure  are  equally  applicable  to  peace  conditions. 

In  addition  to  securing  general  officer  material,  it  whk   con- 
templated tha  a  oonsiderable  n\imber  of  specialists,  bactertilo- 
gists,  chemists,  ordnance  experts  and  so  on,  would  be  drawn  from 
the  Students'  Army  Training  Corps;  also,  th^it  thirty  or  forty 
thousand  men  fitted  for  training  in  schools  turning  out  non-commis-- 


sioned  officers  would  be  found  and  that  those  remaining  after 
these  selections  v.'ould  be  assigned  as  privates  to  regular  line 
units. 

Dr.  Th.orndike  was  called  upon  to  solve  this  situation.   he 
drew  up  a  schene  which  aimed  to  do  the  following  things: 

1.  Pick  specialists 

2.  Divide  the  soldiers  into  three  parts  upon  the  basis  of  gen- 
eral merit  as  officer  material,  the  upper  part  going  to  officers' 
training  schools,  the  middle  part  to  non-commissioned  officers* 
schools,  and  tl-ie  least  meritorious  part  to  camps,  continuing  upon 
the  status  of  privates. 

3.  To  do  away  with  the  necessity  of  each  corps  conductinfr  a 
separate  recruiting  campaign. 

4.  To  reduce  to  a  minimxim  the  tendency  to  exercise  personal  bias, 

5.  To  be  just  to  the  soldiers,  both  from  the  standpoint  of  their 
abilities  and  from  that  of  their  interests. 

6.  To  determine  scores  for  each  man  selected  for  officer  mater- 
ial indicative  of  his  respective  decrees  of  fitness  for  the  differ- 
ent branches  of  the  army. 

7.  Tolead  to  an  allotment  of  officer  material  to  the  different 
branches  which  both  in  number  and  quality  would  be  appropriate  to 
their  needs. 

The  solution  to  the  problem  involved  determining  the  closest 


synthesis  between  the  abilities  of  men,  the  special  needs  of  dif- 
ferent branches  oi'   the  f'ervice,  and  the  numbers  required  in  the 
branches. 

First,  the  men  were  selected  who  possessed  the  special  train- 
ing necessary  to  fill  a  specialist  job  because  it  was  relatively 
easy.   Next,  the  remainder  of  ti  e  soldiers  were  divided  into  three 
groups,  and  their  classification  for  different  branches  determined 
by  their  ratings  in  the  following  qualities: 

1.  Intellect,  including  academic  studies 

2.  Character 

3.  Military  studies  and  practice 

4.  Physique  and  athletics 

5.  Command  of  men 

6.  Athletic-mechanical  ability 

7.  Scrupulousness 

These  ratings  were  made  by  a  Rating  Board  who  were  guided  by 
uniform  principles.   "Accurate  classification  depends  upon  the 
securing  of  such  measures  of  fitness,  before  the  men  bive  been 
called  upon  to  demonstrate  their  fitness  by  actual  performance, 
as  '^ill  correlate  highly  irith  the  excellence  of  the  later  perform- 
ance.   The  only  method  o^  proving  that  the  classification  is  ac- 
curate is  by  finding  a  high  degree  of  correlation,  bet7/een  the 


diagnostic  measure  and  the  measure  of  performance." 

Dr.  Kelley  explains  in  detail  the  facts  of  correlation  o- 
partial  correlation  because  they  furnish  the  key  for  judging  the 
value  of  a  test  when  the  measures  of  demonstrated  fitness  are  not 
available. 

The  attempt  to  estimate  and  interpret  all  the  relationships 
relevant  to  partial  correlation  is  particularly  serviceable  in 
suggesting  measures  wliich  may  be  expected  to  prove  valuable,  since 
a  method  involving  proof  is  not  yet  available. 

The  method  of  determining  which  of  the  several  jobs  the  man 
will  best  fit  is  presented.   The  discovery  of  the  'best  place'  for 
an  individual  is,  in  lAr.  Kelley's  opinion,  an  obligation  for  the 
psychologist  to  solve. 

Mr.  Kelley  gives  a  full  description  of  the  Analysis  of  Capa- 
city and  concludes  that  general  intelligence  is  only  approximately 
synonymous  with  iniative  and  originality  in  selecting;  appropriate 
trade  habits,  and  with  ability  to  learn  new  tasks.   The  other  fac- 
tors may  be  expected  to  be  the  ones  which  correlate  so  highly 
(.875)  with  vocational  selection. 

A  well-written  article.    Its  study  will  be  worth  while  to 
one  interested  in  this  field. 


Kelly,  Roy  tl.    (Fmployment  Manager  for  Poos  Brothers,  San  Francisco, 
Ca]ifomia  and  formerly  Director  of  the  Bureau  of 
Vocational  G'sidance  Dividion  of  Jducation,  Harvard 
University) 
Hiring  the  Worker 

Engineering  Magazine  Company,  1918. 

Mr.  Kell^  tells  us  of  the  work  of  the  Vocation  Bureau  in  Bos- 
ton in  establishing  an  organization  of  employment  executives,  and 
the  results  of  the  association.    The  purpose  of  the  association 
was  to  study  the  hijnian  problem  in  industry.    The  members,  and  all 
other  thinking  people,  in  my  opinion,  agree  that  in  no  other  phase 
of  manage  ent  as  in  the  current  practice  of  hiring,  handling  and 
discharging  employees  are  there  so  much  unintelligence,  recklessness 
of  cost,  and  lack  of  imagination.   On  the  other  hand,  in  the  right 
organization  of  the  employment  scheme  there  would  be  possibilities 
of  genuine  service  that  would  exceed  that  of  the  rriost  benevolent  of 
welfare  projects. 

The  solution  Mr.  Kfilly  presents  to  the  problem  is  that  of 
recognizing  a  new  profession  in  the  organization  of  industry  -  the 
profession  of  hiring  and   developing  men.   Mr.  Kelly  advocates  the 
e'S tAbl i shment  of  a  definite  training  course  on  a  professional  basis 
for  the  work  of  handing  men.   He  names  the  Tuck  School  at  Dartmouth 
College,  and  tl«  Wharton  School  of  the  University  of  Pennsylvania 
as  two  exampler-  of  institutions  of  business  trailing  that  provide 
employment  courses  a?  subjects  for  instruction.   ITe  believes  that 


unique  opportunities  are  ahead  for  cooperation  between  the  forces 
that  make   industry  roasible. 

The  author  presents  data   secured   from  employment  managers, 
superintendents  and  others   concerning  the  employment  methods   in 
forty-six   firms,   representing  a  total   of  66,000  employees.       The 
suTcnary   shows   the  need  of    iob  analysis  and  highly   organized  employ- 
ment department   to  reduce  labor  turnover. 

'ir.    Kelly  t^ives    samples   of  specifications    5n   .iob  analysis  as 
worked  out  by  Vr .  Meyer  ^loomfield  of  the  7ocatlon  Bureau   of  T'oston 
in  tVe   firm  of  ^amb«rger  and   Company   of  Nevrark,   New  Jersey   for   their 
personnel  work.        Mr.    Bloorafield   furnished  the  employment  depart- 
ment with   definite  dat:i   about  actual  nerds  and  requirements   in   every 
opening  to  be  filled,   and   they  had  available   for  t!  eir  employers 
details  and  sug-j;estions  about   the  v/ork  of  the  various   openings. 

The  aut  or   states  tbit  no  one  has  yet  been   successful   in   form- 
ulating a  method  tho t  i=   susceptible  to  scientifi  proof  or   that  can 
be  effectively  practiced  by  others.        Re  believes   that  arplied 
psychology  umy,    in   time,   prove  a  hopeful   solution.        He  calls  atten- 
tion  to  th"  growing  interest  In   the  vocational   guidance  movement  and 
the  willingness  of  open-mind^^d  executives   tocoop?rate   in  any  movement 
that  promises  a  solution  which  will  be   fair  to  both  the  employer 
and   the  workman. 


His  -work  l;^  a  discussion  of  the  labor  turnover  problem,  with 
helpful  suggestions  of  how  to  cope  with  it  through  t} e  specially 
qualified  employment  manager.   Mr.  Kelly  presents  some  interesting 
information  in  regard  to  the  need  for  a  scientific  method  of  hiring 
and  promoting  employees.   His  wide  experience  in  this  field  enables 
him  to  raake  some  wise  suggestions.   His  theories  are  of  sane  and 
helpful  significance. 

Kemble,  William  Fritz, 

Choosing  fcinployees  by  Mental  and  ""hysical  Tests 

Industrial  Management,  January,  1917,  pages  447-460;  also 
The  Engineerin:^  Magazine,  1917. 

Mr.  Kemble  presents  a  thorough  discussion  of  various  methods 
for  analyzing,  testin.^,  and  sorting  ei^loyees.    Rr  is  engaged  in 
introducing  systems  for  standardizin  ;  the  general  working  forces 
of  commercial  and  manufacturing  concerns. 

He  tells  us  that  i'r.  Eruce  with  Professor  Tialter  Dill  Scott, 
originated  a  testing  system  for  salesmen  which  has  been  tried  out 
in  the  American  Tobacco  Company  and  that  the  results  showed  a  success 
about  three  times  as  -r'-at  as  that  attained  by  former  methods. 

■:^r.  Kemble  states  that  by  the  system  introduced  in  the  Curtis 
Publishing  Company  the  stenographers  are  producing  twenty-nine  words 
a  minute  as  against  the  former  fourteen,  the  girls  receive  t^^elve 


dollars   h  week   instead  of  ei,^ht  dollards  paid  them   for-nerly. 

He  gives  us  examples   of  tests   for  ri^ht  and  left  hand,  finj^er 
speed,   and   for  ambidexterity.        he   explains   the   ergograph   for  testing 
fatigue,   the  dynamometer  for  testing   strength  of  grip.        He   illus- 
trates hand  measures  with   table  of  averages,   and  outlines  a  logical 
basis  for  calculating  and  T^eighing  tests. 

Mr.    Kemble's  article  gives  us   the   result  of  his   carefiil  and 
painstaking  experiments.        He   says   that  he  has  not  as  yet   secured 
any  reliable  data.        floTrever,    the  accompli sVments  already  recorded 
by  the  stenographers  tend  to  show  that  tests  are  proving   of  practical 
assi'^tance   in  that  field. 

Lamb,   J. P.    (liaployment  Manager  with   Cheney  Brothers,   South  Manches- 
ter,   Connecticut.) 
Intelli-ence  Tests   in   Industry 

Industrial  iianagement,   July,   1S19,   pages   21-24. 

Mr.    Lamb  who  has  had   t'venty-two  years   of   experienf^e  with  manu- 
facturing concerns,  believes   that  an  intelligence   test   is   only  an 
aid  to  judgment.        It  does  not   furnish   infor  etion   concerning  qual- 
ities  such  18   honesty,   loyalty,    industry,    reliability,   or   the 
emotional   traits.        It  does  furnish  a  fairly   trustworthy   index  to 
genoral   infor -ati on,    imagination,    ability  to  understand  and   follow 
directions,   mathematical   ability,    ingenuity,    po'A'Pr  of  analysis,    ac- 
curacy,   carefulnr-88,    reasoning  ability,    ability   to  learri,   and  mental 
alertness. 


lie   state?'    that  hn  kno^rs    of  no   othr;r  method   yet   devised  that, 
In  practicality   of  procedure  and   evidence   obtained,    equals  this 
method  of  {ganging   7;eneral   intelligence.        The  use  of  te^ts,    together 
•wit>    other  sourcs  of  information,    should,    in   his   opinion,    create 
better  ;iudgments   in   the   selection   and  plac<='n'.ent  of   employees. 

He  believes   that  the  occupational   specifications  and  the  approx- 
imate  intelligence  rating  necessary  to  each  occupation  should  be  es- 
tablished. ■      -  .'  ';      ._  '.• 

lie  gives   in  detail    the  tests   ths.t  have  been  used   in  the  plant 
which  employs   5,000  persons.        The  averaf,e   rating  of  applicants 
was   fifty-ei^ht  percent  in  accuracy.        The  avera';e   rating   of  appli- 
cants  employed  was   seventy   percent. 

This  article   coming  from  fin  employment  raannTcr  tends  to  show 
that  tests  are  coming  up   for  importsrt  consideration   in  the   industrial 
world.  ju 


Link,  lienry  C. 

Employment  Psychology 

The  ifacMillan  Company,  1919 
The  Ar^plication  of  Scientific  Methods  to  the  Selection,  Training 
and  Grading  of  Employees. 

Dr.  Link  defines  employment  psychology  and  shows  that  although 

trade  and  intelligence  tests  were  of  great  value  in  classifying  the 

army,  yet  befor  these  tests  can  be  applied  to  a  particular  industry 


they  must  be  carefully  'ind  scientifically  tried  out  and  modified 
to  meet  its  apncific  demands. 

he  analyzes  the  oxperiments  that  he  worked  out  in  discovering 
a  set  of  mental  tests  which  covild  be  used  by  the  employment  office 
in  selecting  applicants  for  certain  kinds  of  work.   Re  tried  out 
a  test  on  two  thou  and  nine  hundred  persons  and  his  results  s'  owed 
that  the  pisrsonal  judgments  of  the  experimenter,  foremen,  and 
instru-'tors  were  not  nearly  so  reliable  as  the  evidence  of  ti^ie  tests. 
Dr.  Link  describes  his  portable  labratory.   He  explains  in  detail 
the  testin,^  of  inspectors,  assemblers  of  cartridge  shells,  machin- 
ists, clerks,  steno -raph^rs ,  typists,  comptometr  sts,  aachine-op»ra- 
tors,  draftsmen,  tool  makers,  and  tool -maker  apprentices. 

Dr.  Link  endeavors  to  bring  out  by  means  of  a  dialogue  that 
there  is  no  such  thin;;  as  ojoneral  intelligence  and  that  if  there 
were,  it  Hould  be  of  little  use  to  employer?;  because  the^  are  in- 
terested in  specific  nbilities  or  kinds  of  intellisrenoo  and  not  in 
general  abilities. 

He  gives  simple  illuatrat  ons  of  popular  tests  and  explains 
the  technique  of  givin;T  tests.   He  discusses  the  vocational  value 
of  tests  and  points  out  that  man^  useless  and  costly  vocational  ex- 
periments can  be  eliminated  by  their  applioation  and  successful  ones 
made  possible  instead,  thus  promoting  the  welfa -e  jf  the  individual 


worker  and  the  interests   of  the  organization.        ne  discusses  at 
Bcwae  length   trade  tests   and  other  applications   of  psychology.        lie 
says  that  trade  tests  are  a  subdivision  of  psyehologioal  tests. 

Dr.        Link  describes  the  use  of  the  "vestibule   school"  and  the 
factors   of  selection   snd   rptrnticn.        He  mak^s  clear  that  tie   aim  of 
employraent  psychology   is  to  Rltp.in   the  viewpoint  of  the  applicant 
and  to  further  his   interests  by  selecting  him   for  the  work  which  he 
is  best  able  to  do  and  at  which  he  will   be  of  greatest  value  to 
society  and  to  himself. 

Dr.   Link  fe^ls   the  most  urgent  need  of  mental  tests,    in   order 
to  get   the  right  man  into  the   right   ,job  and  thus  prevent  the   lar,re 
labor  turnover  which,   according  to  his  viewpoint,   is  the  greatest 
evil   in   industry. 

This  book  presents  an  account   of  the  use   of  psychola-:;ical   tests 
under  working  conditions  in  a  wide    ran^e  of  factory  and  clerical 
operations  with   rather  simple   statistical   treanraent.        The  book 
would  haVR  been  much  more  worth-while  had  it  dealt  with   fewer  op- 
erations and  more  use  of  correlations.       However,  Dr.   Link  probably 
had  in  mind  a  program  of  propaganda,   and  for  that  purpose,   the 
book  has  a  place 


Lucky,   G. vr.il. 

The  Psychological  Clinic   in  Practice 

School  and  Society,   12,   Mo.    288,   J^dy   S,   1920,   pagef  6-12. 

Mr.  Lucky  mentions  the  valuable  work  Alfred  Binet  has  done  in 
devising  a  method  for  measuring  the  mental  capacity,  common  aense, 
native  ^^bility  and  general  Intelligence  of  iiilivldualfi,  espoclally 
during  the  years  of  childhood  and  adolescence.  One  of  its  values 
is  in  the  arousing  of  educators  and  thoughtful  pupil  to  the  deplor- 
able aethod  of   tho  lockstep   syst.ea  and  the  n^ed   for   refora. 

He  states  that  tho  use  of  ttie  intelligence  scale  has  already 
proveii   of  great  value  to  the  Intel li^eht  teachers   -n  fidaptint;  the 
school  ".Tork   to  the  develorment  needs,    and   capacity  of  the   child 
during  the  most  plastic  years.        Fie  believes  the  field  to  be  oven 
larger  in   the   social  and   industrial  lifs,    espaci«5Llly  in  its  possi- 
bilit5es   in  measuring  intellectual  ability,    selecting  the   right 
man  for  the  right  place,  and  in  determining  the  ocoupition  best 
suited  for  the  type  of  mind  represented. 

I-.e  review's  the    results  of  the  intelligence  tepts  and  Rental 
rating  of  36,500  recruits,   of  the  U.S.  Army,  who  were  rated  according 
to  mental  ability  but  classified  according  to  occupations.        He  gives 
the  aental   ratings   of  the  men  classified  accordinf,  to  occupations 
on  a   scale  of  100.        The  lowest  were  laborers,    the  highest  engineers. 
Mr.   Luckey  states   that  it  was   this   psychological   testing  and   intelli- 


gent  selection  of  the  right  man  for  the  right  place  which  devel- 
oped the  new,  raw  recruits  so  quickly  into  such  an  efficient  army. 

he  concludes  from  this  and  other  studies  that  the  different  oc- 
cupations in  which  men  serve  require  different  decrees  of  mental 
ability  in  ordfr  toreach  the  highest  efficiency. 

He  call;=  attention  to  the  necessity  for  the  psychological  clinic 
in  the  care  of  the  subnorroals  of  tlie  feeble-minded  class.   It  is  im- 
portant that  they  be  segregated  in  order  to  protect  society  from 
increasing  moral  degeneracy.   This  three  percent,  of  society  furnishes 
forty  percent  of  the  delinquents  and  criminals.   Under  wise  and 
sympathetic  supervision  wind  complote  segregation  during  the  period 
of  procreation  they  may  became  self -supporting  citizens  without  in- 
jury to  society  and  without  burdenins;  future  -generations  with  niore 
of  their  kind. 

He  gives  a  few  typical  oases  brought  to  the  clinic  and  shows 
fcow  they  nere   satisfactorily  dealt  with. 

This  article  presents  to  my  mind  a  very  forcible  argximent  in 
favor  of  psychological  tests  for  vocational  selection.   The  assist- 
ance of  the  clinic  enabieel  the  teachers  to  place  the  children  '.'^lere 
they  belonged  in  soi  ool.  Mr.   Luckey  gives  interesting  examples  of 
the  results  of  replacement  of  two  super-intellj.gent  children  in  school. 


It  is  agreed  among  most  educators  that  the  schools  have  not  tended 
to  the  best  development  of  the  brilliant  child.   And  it  is  obvious 
that  the  correct  placement  of  the  brilliant  child  and  the  subnormal 
child  in  school  will  be  a  nost  important  step  in  vocational  sselection. 

Madsenj  I.N.  (iJiiiversity  of  Omaha) 

The  Aray  Intelligence  Test  as  a  Means  of  Prognosis  in  High  School 
School  and  Society,  No.  11,  1920,  pages  625-628. 

Mr.  I'.adsen  submits  in  thiR  article  data  s'  owin;;  the  possibil- 
ities of  using  the  iirmy  Intelligence  Tost  or  similar  group  tests  as 
a  means  of  prognosis  in  high  school.    In  three  hi.-;h  schools  in  Omaha 
2,530  students  were  studied.   Four  tables  are  given,  showins;  res- 
pectively (a)  -aedian  scores  in  Army  Alpha  Test,  (b)  sex-differences 

in  tests,  one  to  eight.  Army  Alpha  Test,  (c)  comparison  of  median 

South 
scores  in  school  marks  and  intelligence  in  the/Omaha  High  School, 

(d)  correlation  of  intelligence  with  school  marks  in  the  South  Omaha 
High  School.   The  tabulation  ahcrxa   (l)  that  the  schools  rank  in  order 
of  the  percent  of  the  students  having  parents  of  /jneriean  nativity. 
The  hereditary  influences  account  for  ti.ose  of  the  American  ancestry 
ranking  first;  (2)  the  boys  made  a  higher  median  .=core  than  the  girls 
in  the  Alpha  tests,  although  the  girls  have  higher  median  school 
marks  than  the  boys.   Mr.  Madsen  explains  that  this  is  not  incon- 
sistent ^eeause  certain  emotional  traits  resulting  in  greater  stabil- 


ity  and  docility  enable  the  girls   to  secure  better  school  marks  on  a 
smaller  mentnl   capital   than   tlie  boya   need.        (3)    Table   IV  shor-s   that 
the  corfalation   of  intelligence  -with    school  marks   is  decisive. 
Pearson's  coefficient  of  correlation   formula  was  used  and  the  result 
shoTTed  tht.t  the  correlations  are  all   positive  and  all   large  enough 
to  be  significaiit. 

To  deteriaine  whether   tiiere  in'ould  bo  any  difference  in  subjects 
chosen  by  the  students   Hcorini:;  hi^h  and  thoM<?   scoring  low  In  the 
army  test,    the   students   scoring  above  the  upper  quartile  and  below 
the  lower  quartile  were  conpared.        The  results   showed  that  there 
was  a  aarked  tendency  for  the   superior  ^roup  both   in  the   freshman 
class  and   in  the  three  upper  classes   to  select  the  subiects  usually 
considered  "hard"  and   for  the  lower   or  inferior  group  to   select 
vocatioiial   or  pre-vooational   subjects.        Mr.   l''adaen   states   that  this 
tendency  is  prevented  from  full  expression  by  certain   fixed  require- 
ments and  by  lack   of  "sophistication"   among  the  students,    ond   that 
it   thus   seems   that   intelligence   testing  points  a  practical  way  of 
vocational  guidance  and  prognosis   in  high  school. 

Mr.  iiadsen's  articl'?  is  a  valuable  contribution  n  favor  of 
the  use  of  intelligence  tests  in  vocational  .guidance  ceoause  the 
investigation  w<as   scientifically  conducted  and  data  are  given. 


iiincr,   James  Burt   (Carnegie  Institute  of  Technology) 
Standardizing  Tests   for  Vocational  Guidance 

i;chool   and   Society,   Volume  13,    June  4,   1921,   pages   629-633. 

Mr.   Miner's  article  deals  chiefly  with  a  discussion  of  the 
problem  of  s  tan  da  rS.  zing  test?   in  order  to  a&kv  them  BFc-ful   for 
vocational  guidance.       Ee  believes   th'st  our  nf  ed   is   for  an  elabora- 
tion of  standar'd  test  data  ^nd   for  a   careful   interpretation  of  these 
standards  is-hen  available.        ivr  do  not  need  measuring  scales.        The 
».rmi'   tests  provided  accurate   scales. 

Be  discusfies   the  problem  of  standardizing  tests  under  two  heads: 
(l)   the  Eeasurement  of  occupational   types,   and   (Z)   the  nieasureaent 
of  the  TKOi^t  Ktabls  rorkers  Trithin  an  occupational  group. 

lie  refers  to  the   fact  that  the  anaj^  test  dets   showed  the  central 
tendencies  and    the  range  of  the    ;;iddlo  1ml f   of  the  workers    in  a 
variety  of  occupcitionB    repres^nte-:?   in  the  draft.        This  give  us  an 
approach  to  a  quantitative  statement  of  the  ability  found  among  un- 
skilled,   sami-skillad,  and  skilled  workers,   business  and  clerical 
workers,   an5  finally  for  those  in   the  professions. 

Mr.   Miner  reviews  Ir.   Proctor's   results  vrith  tests  of  930 
high  school   studenis.-      The  ptudsr.ts   test  scores    in   "elation  to  their 
vocational  ambitions   snow  thjit  ten   in  a  hundred  were  apparently   in  the 
loTrest  quartile  of  tested  ability  for  the  types  of  occupations   for 
which  they  ai:sed  to  prepare.        The  results   showed  that  at  least 


four  percent  registered  inability,   to  snter  profesBional    !=eiai.- 
prof«Bsion2  3 ,   business   and  bighrr   clerical    positions. 

He  preBpntp  some  data  with  chart  of  scot-e  of  tents  of  one  group 
of  salesman  from  tho  test  data  on  ?,   600  people   In  occ.up<?tionf!  which 
have  been  ccllocted  by  the  Furcsu  of  PerBonnrl    Fesearch  r.t  the 
CHrnegie   Institute  of  Technology.        The  test  used  waa  a  modified 
fore  of  thp  smy  tept,  nrranged  in  a   spiral      of  repeating  tests   of 
aecending  difficulty.        The  lo-7.'est   .;rade  salespeople   showa  an  average 
of  fifty-one,  with  range  of  niddle  half  from  thirty-six  to  seventy. 
The  next  better  group   (Trholesale  order-takers)   averaged  eighty-nine 
vith   ranga  froti  fifty-rinc   to  121.        The   third   group  ^as  made  un   of 
insurance  yaleemen.        The  average  was  11?.  and  the  rannje  of  its  middle 
half  v'as   froa  eighty-t-sfo  to  138.        Th'?  highest  of  the  four  .-groups 
v.'ere  selling  a  highly  technical    pro.-'uct  -vrhich   required   ir.  eddition 
to  sales  ability  a  oompl'^te  technical  coll'=^ge  t'^inin^.      This  group 
averaged  139  and   its  middle   half   ranged   from  1?A  to  155.        These 
result-    niore   definitely   describe   ranges   of   tented  aental   ability 
Tithin  which  any  salesman  might  find  a  group  of  competitors  rrith 
loirer  mental   ranges  than  his   arm. 

'ir.    ;iiner  Qon?id':'rs,    in   regard   to  the   standardizing  of  testa   for 
placenent  or   the  discovery  ■Tfithin  an  occupational    group  of  tho  most 
stable  workers,   the  ability  of  the  gropp  in  the  occupation  in  rela- 


tion  t.o  the  length  of  service  of  those  workers  on  their  job.   Af- 
ter a  year's  measurement  by  the  Staff  of  the  Personnel  Bureau,  it  vras 
found  that  the  turnover  of  employees  is  decidedly  greater  for  certain 
abilities  within  the  occupational  group.   In  one  group  it  may  be 
those  of  lowest  ability  Tsrho  remain  longest,  in  another  those  of 
highest  or  of  medlran  ability.   They  found  a  correlation  of  forty- 
five  one-hundredths  between  tested  ability  and  length  of  service 
in  some  groups.   He  concludes  that  the  problem  of  vocational  place- 
ment is  not  always  to  find  the  ablest  man  to  send  to  a  .jbb.   Over- 
stocking in  promotion  material  in  low  grade  jobs  may  account  for 
employers'  large  labor  turnov-r. 

He  states  tlriat  tests  can  be  used  for  the  selection  of  em- 
ployees and  also  for  assistance  in  guidance  and  selection.   He 
is  convinced  that  occupational  test  information  is  very  important. 

This  investigation  carefully  carried  out  by  Mr.  Miner  accents 
the  importance  of  psychological  tests  both  in  job  analysis  and  in 
the  analysis  of  the  qualifications  of  the  individual  for  vocational 
guidance  and  selection. 


Murray,  Elsie  (Sveet  Briar  College,  Virginia.) 

Fs;,cholc"ical  Tsstp  as  Diagnostic  of  Voc-^tionel  Aptitudes  in 
College  Women. 

Journal  of  Applied  Psychology,  1920,  4,  30-8. 

Miss  Murray  has  made  a  study  of  the  problem  of  adapting  the 


technique  of  psychological  testing  to  collr.^e  students  in  order  to 
determine  their  fitn'^'ss  for  various  fields  of  activity.    She  ex- 
plains in  detail  the  utilization  of  tests,  evaluation  of  scores, 
interpretation  of  the  resultant  ratings,  the  correlations  of  test 
rankings  with  corresponding  estimates  and  the  correlation  of  test 
J  a  tings  and  academic  standing. 

Data  of  correlations  are  given.   She  states  in  her  sunBaary: 
"1.  Scores  obtained  from  a  serif^s  of  tests  distributed  over 
a  number  of  months  in  thte  junior  and  senior  years,  when  pooled  in 
four  sets  to  measure  General  Intelligence  (or  Teaching  Ability), 
Accuracy  (or  Clerical  /Ability),  Pr- ctical  and  Social  Ability,  res- 
pectively, afford  evidence  of  decided  dissimilarity  in  the  four 
functions  measured. 

2.  Cli8'=:-_ate8'  r-'stimates  of  each  other's  ubility  fumifih  ad- 
ditional information  of  vocational  interest,  and  to  a  certain  ex- 
tent corrcbor^ite  the  findings  of  the  tests. 

3.  College  grades  based  upon  fresliman  and  sophomore  courses 
appear  on  the  whole  to  be  less  reliable  than  those  of  later  years 
as  indicators  of  real  ability  and  differentiation  of  talents. 

4.  Comparison  of  the  students'  own  vocational  choice  with  the 
various  test  scores  reveals  a  fairly  high  degree  of  correspondence 
between  individual  ambition  and  experimental  findings. 


b.    The  test  data  accumulated  are  applicable  to  a  variety   of 
academic  problems" 

Miss  iiurray   states   that  the  study  can   be  regarded  as  tentative 
only  Irom  the  point  of  -viev  of  vocational  guidance,   since  the  ex- 
perimental  procedure  and  fiecuring  of  eatimites   have  not  as  yet  bean 
checked  up  by  post-graduate  study  of  tne  individual.        nt  the  same 
time  she  believes  that  the  distinct  aptitudes  which  fit  or  \infit 
the   individual    for  the  four  lines   of  work  tested  were   fairly   demon- 
strated by  the  test  ratinigs. 

She  deems   that  the  use   of  test   is   invaluable   in  stim/ulating 
the  student  to  more   cjreful  %vreighin-5   of  alternatives   and  qualifica- 
tions  in    the   choice  of  e.  vocation,    in  accentuating  the  need   of 
careful  preparation,  and  in  demonstrating  the  value  of  a  wider  ran^e 
of  choice  in  electives,   to  countRract   the   tendency  tOTrara   too 
narrow  specialization. 

jiifls  iiurray 'fl  investigation  brings  to  liglit  fiome  interesting 
facts  which  tend  to  srcFr  that  psychology  may  be   of  assistance   in 
the   sc^lection   of  vocationa. 


!iSyers,   Cliaries   S.    (Cirector  of  Psychological   Laboratory,    Cartbridge 

University. ) 
tiind  and   ,Vork,    Chapter   III,   pages  71-92. 

G.P.    Putnam's   Sons,  Hew  York  and  London,   1921. 
Vocational    Selection. 

Dr.   Myers   j^resents  an  excellent  discussion   of  the  unsuitabil- 


ity  of  ti  e  workers  for  the  particular  work  they  adopt  together 
with  the  remedy  for  it. 

He  discusses  the  mental  and  physical  differences  which  distin- 
guish individuals  from  one  another.   These  differences  cause  some 
to  succeed  in  every  occupation  better  than  others.   n«  believes 
much  can  be  done  to  prevent  the  "round  peg"  from  getting  into  the 
"square  hole"  by  scientific  vocational  guidance.   This  will  in- 
clude a  careful  physiological  and  psychological  analysis  of  (l)  the 
requirements  of  different  occupations,  and  (2)  the  individual  mental 
and  physical  differences  among  those  intending  to  work  at  them. 

He  illustrates  the  benefits  derived  from  the  use  of  psycholog- 
ical tests  in  several  occupations,  amon^  which  was,  for  example,  the 
selection  of  applicants  for  telephone-exchange  work  in  the  United 
States.   iiouity  of  liearing,  clearness  of  speech,  ability  to  inter- 
pret indistinct  words,  span  of  raeaory  for  figures,  memory  for  the 
order  of  instructions  received,  speed  and  dexterity  of  reaction  to 
signals,  are  all  easily  capable  of  estimation  by  tests,  and  the 
tendency  tc  nervous  breakdown  can  be  removed  by  the  selection  of 
suitable  applicants. 

Dr.  jfyers  names  a  number  of  available  tests  that  may  be  used 
with  obvious  success.   He  revie-s^s  briefly  some  of  the  uses  of  the 
psychological  tests  in  the  army,  air  service  and  admiralty,, during 


the  war,  and  states  that  it  is  generally  agreed  that  such  testa  saved 
aany  months  of  needles k  oaap  life  and  that  by  means  of  them  the  ri^ht 
man  was  ffir  more  often  put  in  the  right  place. 

The  object  of  tests  in   not  to  replace,  but  to  supplement,  the 
"general  impresalons"  wlich  an  interview  can  afford.   General 
inpressions  are  notoriously  unreliahle  hesideB  beincr  insufficient. 
The  objGct  o.f  psycholo,:^icRl  tessts  ia,  so  fir  «»  poasible,  to  sub- 
stitute scientific  ifothods  of  universal  validity  in  place  of  in- 
dividual Intuitive,  often  capricious  and  prejudiced,  opinions. 

The  first  rE0ui3iti=!  is  to  ascertain  what  special  psycholos;- 
ical  procasses  are  required  for  success  in  the  occupation  for  which 
the  tests  are  needed.   The  ricxt  step  i*;  to  'jpcertnin  how  closely 
success  or  failur''  et  the  tests  which  have  been  devised  in  order  to 
measure  these  processes  is  correlated  with  known  success  or  failure 
at  the  occupation  in  question;  this  is  deterTnined  by  a  comparison  of 
the  order  of  e::ce?lenne  5n  •the  'T^orksbop  as  d'='tftr!n5n'^d  by  the  estim- 
ates of  forenan,  by  piece-rute  eaming^s  snd  so  on.   Next,  the  tests 
which  3how  insufficient  correlation  are  "  <icrapped"  and  the  useful 
tests  are  "  weij^hted"  according;  to  their  different  proved  decrees 
of  correlation.    Fir  ally,  the  tests  c?.n  be  applied  to  the  actxial 
examination  of  candidates  whof^e  capacity  for  work  it  is  desired  to 
esttaate.   Thus,  the  likelihood  of  the  candidates'  success  in  ar^ 
particular  occupation  can  be  estimated. 


Dr.  Myers  favors  pre-vocational  training  in  the  highest  stan- 
dards of  our  element-iry  schools  that  the  boys  and  girls  may  know 
the  demands,  attractions,  dangers,  and  rewards  of  the  chief  avail- 
able trades  and  professions.   Vocational  guidance  should  be  encour- 
aged during  'Wie  period  of  continuation  school,  at  the  "works"  or  out- 
side, due  regard  being;  paid  to  the  development  of  special  tastes  or 
capacities  after  the  school -leaving  age.   By  the  'i«e  of  psychologi- 
cal methods  and  principles  to  vocational  g;uidance  and  selection 
beneficient  results  will  surely  be  attained. 

Dr.  Mysrs  has  made  an  excellent  presentation  of  the  needs  for 
psychological  methods  in  vocational  guidance.   Kis  writing  is  based 
upon  his  lar^e   experience  in  research  work  and  contains  expert  know- 
ledge of  the  subject  under  discussion. 

Official  Report 

rsychoio.;io-;l  i'xarniniri,t  in  the  'Init?d  St'r'.tes'  /.rmy 

Hemoire  of  the  Rational  Academy  of  Sciences,  Volume  XX,  Chapter  15. 
vVashington,  D.C.  pares  812-837. 

Intelligence  Katings  of  Occupational  Groups 

The  relationship  between  intelligence  and  various  occupation- 
al groups  of  the  army  is  explained  thoroxighly  by  concrete  methods. 
Numerous  tables  based  upon  a  carefvO.  analysis  of  the  data  obtained 
through  tests  are  set  forth.   One  hundred  and  fourteen  occupations 
considered  to  be  of  especial  value  to  the  army  were  studied  and  re- 
classified into  fifty-nine  general  occupations. 


All   record   cards  oontainin,:^  alpha  grades   of  literate  "hite 
men  vere  claspificd   for  these  fifty-five  occupations.        The  Rccres 
or  grades  were  tabulated,   the  ntaaber  of  cases   in  each   occupation 
notftd,  and  the  first  quartile,   Tiedian,  and  third  OTmrtile  &nr\   scores 
calculated.        TTecV    occupation  t^s  ranked  with  all   the  other  occupa- 
tions according  to  the  median  scores.        From  the  lowest  to  th«5 
highest  median  scores  the  groups  rank  as  follows:      unskilled  labor, 
sensi -skilled  labor,   skilled  trades,  techni<;al   trnides,  and  profes- 
sional TTorksrs. 

The  division   of  P9ycholo,-y  of  the  Sur^^eon   Treneral's  Office 
directed  the  search   for  a  reliable  table  of  occ.upetional   intelli- 
gence standards.        Thr-  data   of  tMs   investignt^ on  ^ere  asr-embled 
e.'-f^  analyzed  by  Vr.   J. S'.  Bridges  Those  -work  •wis  completed  In   Fertem- 
ber,   19T8,        Reports  h^d  been  received   from  sixteen  camrs.        He 
found  th-}  t  for  xany  occupations   there  were  toe   fc^  cases   to    -ive  a 
rcl5.able  range  or  centrsl  tendency.       'lTr>on  the  basis  of  reliability  of 
results,   the  one  htmdred  and  fourteen  occupations  ^ere  i^rotiped  into 
five  olasBea. 

^e  are  -^iven  ihe  t'-hulated   results   of  seventy-four  occTipations 
including  range  of  f^ases  and  mraler  of  persons   in  each.        Ttto  «;eneral 
criticisms  are  discussed:      (l)   lirriit  of  dat^^    to  dr-^ft  rtvotas   only; 
(S)  accureoy  of  the  personnel  nethods  in  classifying  recruits  occupa- 


tionally  and  in  differentiating  between  levels  of  inte  ligenoe. 
However,  the  results  indicated  that  the  table  of  occupational  intelli- 
gence standards  «ould  be  used  in  the  amy  with  resulting  increased 
efficiency  in  the  placement  of  men. 

A  good  summary  of  the  claBsification  of  occupations  in  the  anny 
by  their  scores  and  ratings, 

Oschrin,  Elsie  (Barnard  College,  Colujabia  University) 
Vocational  Tests  for  Retail  Salesxromen 

Journal  of  Applied  Psychology,  Volume  2,  pages  146-156. 

Miss  Oschrin  presents  an  account  of  a  study  made  upon  sales- 
women to  determine  a  vocational  correlation  for  sales  ability  of 
the  lower  grade  type  found  in  a  retail  department  store. 

A  group  of  eighteen  women  were  tested  with  a  list  of  thirteen 
tests,  eleven  of  which  were  standard  tests.   The  standard  tests  were 

1.  Trabue  Completion  -  Scale  A 

2.  Ruaber  Checking 

3.  Opposites 

4.  Mixed  Tlelationa 
5  Verb  Object 

6.  Substitution 

7.  Color  Haming 

8.  liard  Directions 

9.  Knox  Cube 

10.  Cancellation 

11.  Association  -  Kent  -  Rosanoff. 


The  two  ne^r   tests  •were  rearrangement  tests.    Two  tests  - 
one  of  animals,  the  other  of  cities  -  were  presented  with  the  letters 
in  random  order.   They  were  limited  to  ninety  seconds  for  each 
test  Jind  were  told  whether  it  waa  animals  or  cities  they  were  to 
name. 

The  remainder  of  the  tests,  except  color-namint;  and  Knox  Cube, 
were  given  in  groups,  the  time-limit  being  that  of  the  first  subject 
finished  for  all  but  the  Frabue  Completion,  for  which  four  minutes 
were  allo7fed.    Color  name  and  Knox  Cube  were  j^iven  to  each  member 
of  the  group  individually.    The  group  waa  tested  over  a  period 
of  six  ^eeks. 

Seven  objective  ratings  of  each  member  of  the  group  were  obtained. 
These  were 

1.  Buyer's   estimate 

2.  Salary 

3.  Teacher's  ranking  for  salesnjanship 

4.  Panking  for  General  Intelligence  by  the  teacher 

5.  Average  Ranking 

6.  General  Hating 

7.  Selected  Group  Judgment. 

The  scores  made  in  the  thirteen  tests  were  ranked  for  each 
test  and  correlated  with  the  seven  objective  ratings  by  the  Spearman 
formula.   Tables  of  statistics  are  given. 


The  evidence  throtJghotit  the  experiment  seenis  to  indicate  that 
the  type  of  sales  ability  called  for  in  a  retail  department  store 
Is  a  fairly  measurable  function  in  terms  of  mental  tests,  with  which 
it  sho-ars  a  definite  tendency  to  correlate  positively.   Vocational 
Selection  may  very  well  be  asade  upon  the  evidence  of  perfomance 
in  such  tests.   The  three  tests  ■srhich  correlated  with  an  accuracy 
of  .62  were:  mixed  relations,  opposites  and  rearrangement  of  animals. 

This  study  is  of  especial  interest  for  the  vocational  psycholo- 
gist, for  it  demonstrates  that  tests  may  be  used  with  advantage 
in  determining  abilities  in  retail  salescoanship.   However,  a  <roup 
of  eighteen  is  tto  small  a  number  to  aaable  one  to  draw  definite 
conclusions. 

■Payne,  Arthur  Frank  (University  of  Minnesota) 
The  Scientific  Selection  of  iJen 

Scientific  Monthly,  1920,  11644-548 

The  article  presents  a  review  of  some  of  the  work  of  psychol- 
ogists, during  the  late  war,  in  the  placement  of  men.   Also,  an 
investigation  into  the  validity  or  non-validity  of  the  pseudo- 
sciences  of  phrenology,  physiognon^y,  character-reading  and  charac- 
ter-analysis.  In  the  scientific  selection  of  men  these  pseudo-sciences 
have  no  part. 

This  article  clearly  sets  forth  that  scientific  selection  of  men 
is  not  in  any  way  concerned  with  phrenology,  physiognomy,  character- 
analysis,  or  other  charlatanism. 


Poffenberger,  A.T.  (instructor  in  Psychology,  Columbia  tlnlVTsity) 
Hew  and  Practical  Methods  of  Measuring  Vocational  Fitness 
Scientific  'ionthly,  March  1921,  pages  205-211. 

Mr.  "offenberger  ocmpares  the  difference  in  mental  capacities 
to  the  differences  in  physical  characteristics.   He  makes  clear  that 
since  the  mental  adjustments  which  need  to  be  made  are  less  obvious 
than  the  physical  ones,  the  psychological  measure  is  infinitely 
more  important  in  order  that  miff its  may  be  corrected  before  it  is 
too  late  for  readjustment. 

He  tells  us  that  there  are  other  natural  traits  tiiat  are  not 
directly  dependent  upon  intelligence,  but  which  are  just  as  vital 
for  success;  he  calls  these  "character  traits".   lie  describes 
briefly  several  forms  of  psychological  tests  that  he  deems  necessary 
for  complete  measurement,  viz,  the  intelligence  test,  the  character 
test,  the  educational  test,  and  the  trade  test  and  others. 

lie  stresses  th?.  importance  of  their  use  in  measuring  vocational 
fitness. 

This  article  by  Mr.  Poffenberger  is  valuable  in  that  it  directs 
the  attention  to  the  use  of  psychology  as  an  aid  to  the  best  develop- 
ment of  children.   It  is  good  theory. 


Presaey,  S.L.  and  L.  ..  (Indiana  University) 

Ueaauring  the  Usefulness  o^  Teats  in  Solving  School  Problems 
School  and  Society,  November  27,  1920. 

This  article  deals  with  methods  for  the  use  of  scale  measure- 
ment with  a  discussion  of  the  utility  of  cross-out  scale  and  the 
Primer  scale.   Research  data  are  given.   The  conclusions  are: 

1.  Tlie  cross-out  scale  is  about  eighty  percent  efficient  in 
correcting  extreme  misplacement  in  junior  high  school. 

2.  The  Primer  Scale,  given  two  weeks  after  school  began  in 
September,  la  more  efficient  than  teachers'  judgments,  wade  a  month 
after  the  beginning  of  school. 

They  urge  the  need  for  ihe   development  of  more  simple  and 
direct  statistical  methods  in  scale  measuring,  and  for  study  of  the 
usefulness  of  tests  and  scales  in  dealing  with  particular,  concrete 
problems.   They  think  that  combinations  of  tests  of  intelligence 
with  test  achievement  may  prove  to  be  more  useful,  for  many  practical 
purposes,  than  either  t;,pe  of  test  alone. 

This  scientific  investigation  is  well  taken;  the  author*'  plea 
for  more  simple  and  direct  statistical  methods  is  pertinent. 


Richmond,  H.A. 

Selection  by  Tests 

More  »Vork  Per  Uan  by  Van  Deventer 

Hew  York,  The  Engineering  Magazine  Company,  1921,  pages  8-12. 

Mr.  Richmond  presents  a  discussion  of  Selection  by  Tests  in 

which  he  reports  their  results  in  a  certain  factory  where  a  study 


wftB  made  to  dRlenaine   the   reliability  of  tests  in  the   selection 
of  olerioal  workorw.        On  the  basis   of  the  iestHj   188  applicants 
were  selected  and  were  followed  up  at   intervals   of  one  month. 
Of  this   niiraber  seventy-five  percent  were  eallod  "good"   by  their 
superiors  at  the   end  of  the   first  aonth.        At  the  end  of  the  second 
month   eighty-nine  percent  were  called  "good"  while  at  the   ond  of 
the  third  month   the  percentage  was  nin«ty-two. 

He  oalls  the  two  ^^eneral  types  of  tests  used  in  the  selection 
of  employees  as   Proficiency  tests,   and  genoral   intelligence  or  mental 
alertness   tests.        He   states  that  by  the  use  of  proficiency  tests 
one  can  determine  the  extent  of  a  nmn's  knowlDlj^e   in  a  given  occupa- 
tion in  a:; out  ten  minu'es  and  avoid  the  old  method  of  hiring  and 
firing.        He  believes   these  tests  are  especially  helpful   in  selec- 
ting blacksraiths,   stenographers  and  typists.        They  are  not  ade- 
quate  for  toating  saleszaanship  because  a  great  d^al    noro  than  mere 
knowledge  is   involved. 

The  general   intelligenae  test,   although   it  takes  no  account 
of  acquired  skill   or  proflcit-noy,   is  very  helpful  because  there  is 
hardly  any  kind  of  work  where  general   intelligence  does  not  play  some 
part.        In  clerical  and  e  .ecutive  work  the  intelligence  test  alone 
may   jive  a  fairly  reliable   Index  of  a  man's  probable  success,   at 
least  it  will   tell  us  wha^   men  are  quire  certain  to  fail   because  of 
the  limitations   of  their  mental   endowstent. 


Mr.  Hichaiond  mentions  the  aucoess  of  tie  tests  for  predicting 
a  person's  ability  in  music  in  ad^reinoe  of  any  musical  training. 
Tests  of  this  sort  were  used  in  selecting  gun  pointers  for  the  navy  and 
in  selecting  aviators. 

He  believes  that  tests  are  limited  in  their  usefulness  in 
determining  an  employee's  value  to  the  firm,  because  the  basis 
characteristics  which  make  up  personality  and  character  are  not 
measured  by  the  tests. 

V.r.  Richmond  s  article  presents  good  theoretical  judgment  for 
the  use  of  tests.   i^e  recognizes  the  fact  that  they  have  limitations, 

Rob-^rts,  Ralph  S.  (Recently  Captain,  Sanitary  Corps,  TMvlsion  of 

Psychology.) 
The  Cae  of  Psychological  and  Trade  Tests  in  a  Scheme  for  the 
Vocational  '^'raining  of  E'isabled  Men. 

Journal  of  Educational  Psychology,  1920,  11,  101-108. 

Mr.  Roberts  states  that  psychological  and  trade  tests  in 
Vocational  Guidance  may  be  divided  into  two  groups.   Those  of  the 
first  group  are  designed  to  select  persons  for  definite  sorts  of  work. 
Those  of  the  second  group  are  drsigned  to  select  a  definite  kind  of 
work  for  the  pr^rson  to  be  trained. 

He  reviews  the  work  done  by  psychologists  in  the  World  War  and 
states  that  no  one  at  the  present  time  can  estimate  the  far  reaching 
effects  of  this  work.   Psychology  can  assist  by  enabling  us  to  dis- 
cover the  quickest  and  surest  method  of  bringing  the  disabled  back  to 


a  useful  life.   This  may  be  approached  by  means  of  scientific 
vocational  guidance  which  necessitates  both  .job  analysis  and  man- 
analysis. 

Mr.  Roberts  states  that  classification  of  individuals  can  be 
accomrlished  by  use  of  intelligence  tests,  trade  tests,  and  expert 
interviewing.   That  a  iMin  must  be  selected  for  specific  lines  of 
training  in  terms  of  what  he  can  now  do,  and  assigned  only  after  an 
exhaustive  analysis  of  his  qualifications  and  of  job  specifications, 
is  his  firm  belief.   He  believes  that  vocational  guidance  can  be 
scientifically  conducted  and  that  psychology  supplies  a  lar;e  part 
of  the  foundation  on  which  the  successful  vocational  structure  must 
be  built, 

2ir.  Poberts  presents  a  well -written  article  and  in  view  of  his 
citation  from  the  army  tests  his  theories  are  reasonable. 


Rogers,  Agnes  L.  (Qoucher  College) 

Mental  Testa  as  a  Means   of  Selecting  and   Classifying  College  Students 
Journal   of  T.dvicational   Ps,;Ohology,   11,   1920,   pages   161-192. 

Miss  Rogers  presents  an  excellent  description,  with  data,  of 

tests  applied  to  a  grow  of  ninety-eight  seniors  and  182  freshaen  at 

Goucher  College.   i^er  Purposes  were  (l)  to  determine  their  reliabil- 

city  for  college  women;  (2)  to  weigh 
ity  as  me-\sure8  of  mental  capa 

their  worth  as  indices  to  future  academic  success;  and  (3)  to  estab- 


lish  in  the  event  of  their  proving  satisfactory  in  the  foregoing;  res- 
pects adequate  standards  both  for  the  selection  of  candidates  for  ad- 
mission and  for  the  classification  of  entrants  in  the  various  divisions 
of  the  larjer  courses,  r'^uired  and  elective,  in  accordance  with  capacity. 

Miss  Rogers  averaged  all  T,he  grades  obtained  by  the  students  in 
all  courses  as  a  measure  of  academic  accomplishments  and  worked  out 
their  correlation  with  the  mental  tests.   She  presents  graphs  and 
tables  8'  owing  the  various  relations  of  mental  alertness  to  academic 
standing.   She  found  the  limitations  of  the  tests  as  indiORtors  of 
academic  success  very  striking,  and  further,  that  the  reliability  co- 
efficients of  the  tests  sheared  that  they  did  not  measure  with  suf- 
ficient accuracy  the  traits  they  gauged. 

In  spite  of  these  defects,  however,  Miss  Ro,'Ters  found  that  cer- 
tain capacities  essential  in  academic  work  are  undoubtedly  measured 
by  the  tests  and  that  they  are  superior  to  hap-hazard  guessing  as  a 
basis  for  allocating  students  to  sections  on  grounds  of  mental  capacity. 
She  states  that  the  need  for  a  more  satisfactory  method  of  determining 
fitness  to  pursue  a  college  course  is  great  and  t;  ntions  that  Columbia 
and  other  colleges  for  men  have  adopted  psychological  tests.   She 
feels,  however,  that  this  new  instrument  shoiild  it^ielf  be  carefully 
tested  before  it  is  accepted  as  a  satisfactory  solution  of  the  problem. 

This  instructive  article  by  ^iss  Rogers  is  a  contribution  to 
vocational  selection,  because  her  investigation  was  scientifically 


ocnducted  and  the  n^siilts  obtained  dosionstrate  the  npoesslty  for  f\jr- 
th6r  developaent  of  the  tests  before  they  can  bo  acoepted  ea  an  In- 
fallible guide  In  the  eulutlon  of  the  problem  of  college  plaoement. 

Huml,  Beurdsley   (Instructor  in  Psychology,    Carnegie   Institute  of  Technology) 
The  lijctension  of  Selective  Tests  to  Industry 

American  Aoadeny  of  Political  Science  /,nnal  =  ,   81,  1919,  pages  38-46. 

^r.   Rutal  presents  m  review  of  the  methods  used  in  the  array  in 
placing  aen  and  suggests  ways   :n  wiiici-,   sim'llar  methods  aight  be  used  in 
industry.        The  araiy  solved  the  problem  of  bringing  man  and  job  to- 
gether  ^th  dup  regard  to  the  qualifications  of  the  former  and  the 
d^aiands  of  the  latter.       This  necessitated  the  study  both  of  the 
job  and  the  individual. 

TJie  sttidy  of  army  jobs  yielded  first  the  T  bles  of  Oocup?ational 
^eeds  which  specif^  the  skilled  compl^»aent  of  military  units,  and  second, 
the    irade  Specifications  sind  Occupationftl   Index  which  describe  the 
qualifications  that  are  implied  by  anay  trade  names. 

In  detorminin);  the  quail ficationf  of  nen  coming  into  service, 

the  arajy  used  the  physical   examination,   the  interview,   tiie  intelligence 

test  and  the  trade  test.        The  arajy  intelli'jence  test  ^;ave  ratings  of 

ment'il   alertness  which  were  useful   in  thr<^e  ways:      (1)    'fhey  indicated 

those     Individuals  of  i'uoh   inferior  mental  «ibillty  thnt  thei rpresence  in 

a  military  unit  would  retard  training  to  a  prohibitive  de.^ree,  men 

who  might  even  become  a  menace  to  the  unit  in  critical   situations; 

(2)  The  ratings  shovred  men  of  superior  grade  who  might  be  considered 
for  advancement,  and 


(3)  the  ratings  were  used  to  •qiialize  the  alert  and  the  slug-^lsh  in 
the  oompanifts  of  a  regiment, 

Intelligenoe  tents  whioh  proved  so  successful  in  the  army  may  be 
used  witr  considerable  value  in  industry.    They  aay  be  used  in 
hiring  tiie  applicant  and  in  readjusteents  in  the  working  force  itself. 
They  aay  be  used  to  place  men  In  positions  where  their  abilities  may 
be  used  and  their  creative  interest  exercised.    They  aay  be  used  to 
plK.OP  the  ffiftntally  slow  where  the  work  is  within  their  abilities. 
This  will  8p»ire  thea  the  worry  and  uneasiness  of  trying  to  do  work  be- 
yond their  power  of  intellectual  adjustaent, 

Ur.  Hisal  warns  us  that  great  care  aust  be  taken  to  nodify  the 
intelligence  test  for  Industry  so  that  it  will  be  really  able  to  do 
the  work  expected  of  it.   The  army  IntelliTonce  tests  measure  gen- 
eral aental  cbility,  not  apocilio  mental  traits. 

Trade  teste,  a-  well  as  lntelliv;ence  tests,  were  used  with  jreat 
success  in  the  army.    in  preparing  a  test  for  a  trade,  the  trade  was 
analyzed,  not  nerrly  to  find  t!  e  kinds  of  jobs,  but  also  to  disoovor 
bits  of  information  peculiar  to  the  tra.de  and  to  pick  up  oharaotei'istio 
terminology  that  might  be  diagnostically  significant.   After  a  try- 
O'lt  of  questions  formed  aft^r  this  analysis  the  elements  which  had 
the  highest  diagnostic  value  in  detecting  trade  ability  ^rere  selected 
and  put  in  forn  of  an  army  tradf=  test. 


Army  trade  teat«  hare  been  of  value  in  determining  the  skill 
of  tradesmen.   Thi»  ■was  especially  true  in  the  case  of  sending 
skilled  men  overseas  for  immediate  duty  in  certain  trades.    It 
vas  successful  in  it?'  determination  of  technical  qualificat' ons 
which  were  to  be  the  basis  for  military  asoignment, 

Tbie  trade  teat  method  may  be  applied  to  industry  in  hiring,  trans- 
fer, and  training.   It  is  s  direct  method  of  measuring  trode  ability 
and  is  to  be  preferred  to  other  methods  in  selecting  employees. 
It  is  a  method  for  measuring  proficiency  in  the  varioxis  activities  of 
an  occupation  and  is  hence  valuable  in  all  matters  Involving  shifts 
in  the  ^rorkin;;  force.    It  will  make  more  intelligent  and  less  un- 
certain the  transfer  of  particular  men  to  different  work.   The  in- 
formation secured  by  the  trade  test  method  Is  connected  with  the 
educational  program  of  an  industry.    •'■ndividual  weaknesses  in 
technical  strength  may  be  removed.    In  addition,  a  systematic  program 
for  promotion  would  be  very  beneficial  to  the  workers  and  give  bet- 
ter service  to  the  management. 

Mr.  Ruml  believes  that  it  is  only  through  experimentation  that 
the  results  mentioned  above  nay  be  achieved.    He  statf^s,  however, 
that  both  intelligence  tests  and  trade  tests  give  promise  of  becoming 
methods  of  considerable  importance  in  our  industrial  life. 

Mr.  Fundus  articlecontains  a  good  account  of  the  intelligence 
and  trade  test  methods  in  the  amy  with  suggestions  for  similar  ap- 
plications of  their  technique  in  industry. 


Seashore,   Carl   Emil 

The  Psychology  of  ifiusioal    Talent 

Boston  and  New  York  Silver  Burdette  Company,  1919. 

Dr.  Seashore  states  that  the  measurement  of  musical  talent 

is  not  one  measurement  but  a  large  niffiiber  of  measurements  which 

must  be  built  up  into  a  system  so  as  to  represent  fairly  the  most 

* 

salient  features  of  riusical  talent. 

He  set  himself  the  task  of  makinj^  a  complete  survey  of  the 
individual  as  a  singer  and  to  measure  specific  abilities  and  achieve- 
ments.  He  studied  the  sensory,  motor,  associational ,  and  affect- 
ive qualities  of  the  individuals  in  order  to  detennine  their  native 
endowments  and  abilities  as  singers.   By  means  of  standard  labora- 
tory apparatus,  and,  in  many  cases,  especially  invented  appliances, 
he  v:as  able  to  detp-rmine  whether  the  individual  und«r  observation 
vas  psycho-physically  capable  of  hearing  and  making  music. 

Dr.  Seashore's  method  of  discovering  and  measuring  creative 
imagination  is  unique.   He  gives  the  subject  a  set  of  words  7/^ithout 
music  and  allows  him  or  her,  as  the  case  raajf  be,  tc  improvise  a 
melody.   The  result  is  recorded  on  a  dictograpl  disc,  loter  to  be 
studied  in  detail.   Timbre,  volume,  upper  and  lower  tonal  range, 
emotional  and  affective  qualities  and  powers  of  association,  are 
all  noted  and  evaluated. 

The  author  states  that  if  the  singer  practiced,  meanwhile  con- 


stantly  watching  tl:e  -Itch-recording;  deTlce,  her  defect  could  be 
corrected.   Br  settled  many  long-standin;;  disputes  between  various 
members  of  an  orchestra  aa  to  exactness  of  pitch  during  an  evening; 
in  which  he  was  host  at  a  dinnsr  for  them.   He  did  this  by  his 
experiments  made  Individually. 

Dr.  Seashore  nakes  no  exa^^^jerated  claims  for  his  work.   I'e 
states  very  definitely  that  the  metyiods  cannot  be  reduced  to  mere 
Biechanicel  foraas  so  that  every  teacher  can  use  them.   i\   high  degree 
of  skill  in  administering  the  tests  and  using  the  apparatus  is  needed. 
Also,  the  tests  only  have  significance  when  compared  with  previously 
established  norms.  At  present  that  work  is  not  completed.    In 
music  insur3iount,able  difficulties  laay  be  dected  and  years  of  profit- 
less tnxining  avoided. 

IE  it  too  much  to  hope  that  what  the  application  of  psychology 
has  made  possible  in  ausic  may  also  be  made  possible  in  the  other 
vocations? 

Shefferman,  Hathan  S.  (Consultant  in  Personnel  and  Employment  Management) 
Employment  Methods 

New  York.    The  Hor.ald  Press,  1920. 

Mr.  Shefferman,  who  has  had  br^opd  experience  in  the  emjrloying 

and  handling  of  men  while  -ersotfcl^i  director  for  1^°°°*^"'  Foundry 
and  Machine  Company,  Baltimore  Copper  Smelting  and  Rolling  Company 

and  C.F.  ^auer  Company  sets  forth  his  ideas  and  beliefs  in  regard 

to  the  use  and  results  of  tl  e  application  of  psycholo.tical  tests  in 

Industry. 


lie  states  that  the  emplo;/!aent  man  oannot  afford  to  make  a 
hobby  of  any  of  the  psycholosical  tests  methods.   liowevep,  he  should 
be  familiar  with  thea  all  and  make  himself  as  proficient  in  their 
use  as  possible.   Educfition,  training,  previous  environment,  likes 
and  dislikes,  ability  to  make  and  hold  friends,  home  life  and  hered- 
itary influences,  exercise  such  an  influence  on  a  person's  life  that 
no  analysis  or  judgment  can  possibly  tell  a  true  atorj"  unless  rounded 
and  completed  by  these  essential  elements.   The  employment  manager 
should  supplement  his  work  with  observations,  queries,  and  tests 
more  than  ever;  but  he  should  not  place  tco  much  faith  in  any  of  the^n, 

Mr.  iihefferman  informs  uf?  that  the  store,  office  and  bank, 
whenever  possible,  are  including  them  as  a  part  of  the  employment 
pcheme.   In  some  places  absolute  dependence  is  placed  on  their  value, 
an  employee's  capability  being  graded  in  accordance  with  the  ratings, 
deducted  from  the  test.   11*=  thinks  their  value  is  greater  in  business 
institutions  than  in  Industrial  plants  because  the  former  are  more 
directly  concerned  with  mental  equipment  and  general  intelligence 
than  the  latter. 

He  states  that  the  Metropolitan  Life  Insurance  Company  is 
applying  psychological  examinations  to  each  applicant  for  employment. 
This  examination  was  prepared  by  Professor  Throndike  of  Colxaibia  Uni- 
versity and  seeks  to  measure  the  mental  ability  of  the  applicant. 


Th©  exaaiinatlon  was  t'ased  vipon  a  careful  study  of  the  work  rocuired 
in  the  various  divieiona  of  the  Home  Office,  in  the  hope  of  placing 
a  suncessfvil  applicant  at  the  work  for  istiich  he  is  best  fitted. 

The  author  states  that  tests  for  Corsptocieter  machine  operators 
are  generally  used  sucecssfully.   One  large  oflloo  employing  more 
than  2,1  00  people  ;;ive8  group  tests  for  clerks,  stenographers,  etc., 
following  the  example  of  the  army,  for  the  saving  in  time  it  r11o7's. 

He  ^ives  an  outline  of  some  tests  which  are  u«ed  in  the  P.H. 
Maoy  and  Company  store,  as  typical  of  tho55e  used  in  many  department 
stores. 

He  believes  that  tests  raise  the  standard  of  employees.   As 
a  result  of  teats  used  in  department  stores,  R.H,  Macy's  for  exaaiple, 
it  is  Dossible  to  install  training  classes  to  develop  employees 
from  a  fixed  minimum  recuireaent  to  a  hi -her  standard.    Thp  tests 
disclose  the  weakness  and  thus  show  T?here  training  shoiild  begin. 
Under  the  test  system,  only  the  desirable  applicants  are  employed. 

The  latest  and  the  most  .generally  accepted  of  all  the  employ- 
ment methods  according  to  \Jr.  Shefferaan,  are  the  trade  testa.   He 
states  that  they  tried  and  proved  expedients. 

The  book  contains  a  very  ^ood  argument  for  the  efficacy  of 
psyoholO;i;ical  tests.   Ro  concrete  data,  scientifically  worked  out, 
are  ^ivon. 


Simons,  A, if.  (nuthor  of  'Social  Foracea  in  American  Kifitory') 
Personal  Kelationa  in  Industry 

New  York.    The  Konald  -ress  Company,  1921. 

Mr.  Siaons  was  formerly  manager  of  the  Personnel  Department  of 
the  Leffingwell-reaa  Company  and  had  actual  experience  in  the  selec- 
tion of  eaiplcyees. 

lie  states  that  the  eisployiaent  aethods  haTe  changed  from  the 
foreman's  opinion  and  erstwhile  superficial  methods  into  a  sciantiflc 
systeir.  of  fid  justing  the  available  workers  to  the  aost  suitable  pos- 
itions through  the  use  of  standardized  application  blanks,  references, 
records,  and  interviews,  all  used  to  fill  standard  job  specifications. 
Th<~  worker's  ability  to  satisfy  such  specifications  is  net  determined 
by  guessing,  but  by  physical,  raental  and  trade  tests  which  are  con- 
stantly growinq;  in  value  and  accuracy. 

Mr.  Simons  presents  jjood  theory  in  fnvor  of  the  use  of  psycholog- 
ical tests  in  industry. 

Snedden,  David- 

Voca  t  i  onal  ' du  ca  t i  on 

New  York.   The  MacMillan  Company,  1920. 

The  Social  TTeed  for  Better  Vocational  Education,  Chapter  II,  pages  30-71, 
j^r.  Snedden  states  thit  &  fe-sr  individuals  seex  born  -v^ith  mathe- 
matical or  Eiusical  or  coTJ?ative  powers.   It  is  probably  also  that 
some  persons  are  born  with  qualities  of  leadership,  business  organize- 


tion,  mechanical  invention,  or  artistic  ability. 

Experience  upRms  to  prove  th&t  there  is  ar?  "optimum"  .lot  for 
every  individral  anci  it  is  important  both  for  hiaaelf  and  for  society 
that  he  bs  helped  to  the  discovery  cf  hi  ;■  occupation  or  life  work 
as  nev.r  this  optimum  as  possible. 

i!r.  Snedden  refers  to  thr  fact  that  the  ar^y  psychologists,  by 
aeans  of  simple  psycholor;ical  tessts,  were  able  to  allocate  youths 
or  adults  to  the  forms  of  study  or  productive  service  best,  suited 
to  them.   n©  believes  that  it  is  at  present  prer.Bture  to  susnxarize 
the  possibilitieB  revealed. 

lie  states  that  every  supervisor,  director,  and  teacher  in 
vocational  schools  --x-ill  find  it  important  to  ascertain  the  optimura 
requirements  (alvay?  judged  by  san^s  and  practical  standards)  both 
of  the  vocation?  open  to  those  whom  thej-  endeavor  to  guide,  and  of 
the  inherent  abilities  possessed  by  those  desiririg  to  enter  these 
vocations. 

This  sketch  contains  verj-  ^ood  theory  in  r?:gard  to  the  need 
for  Rcientlf5c  methods  cf  placeaent;  botV  in  analyzing  the  ,^ob  and 
the  individual. !ir.  Sneddon's  conclusion  in  regard  to  psychological 
tests  for  vocational  ^i-uidance  i55  indefinite. 


Thomdikft,   F..L.    (Teachers   College,   Columcia  University) 

'ihe  Reliability  and   Significan .-e  of  Tests   of  Intelligence 

Journal   of  Educational   Psychology.   11,   1920,   pages  284-287. 

tr.  Thomdike  presents  certain  data  concerning  the  reliability 
and  significance  of  a  tv/enty-ninute  exa.ilnation  of  the  g;eneral  type 
of  Army  Alpl.a  such  as  Pressey-Pressey,  Otis,  Virginia  Survey,  and 
the  new  National  T^esearch  Council  testa. 

After  giving  eight  consecutive  tests  to  different  grade  pupils, 
he  gave  two  trials  with  two  different  forms  of  the  test  on  143  sixth 
grade  pupils,  105  eighth-grade  pupils,  forty-six  adult  tradesmen, 
fifty-four  army  officers  and  forty-two  xmiversity  students. 

He  states  that  this  Is  not  a  satisfactory  degree  of  precision 
but  about  what  would  be  expected  from  a  twenty-minute  test.   An 
examination  of  twenty  to  fifty  minutes  whether  oral  or  written  is 
adequate  to  make  wit;  surely  only  coarse  distinctions  asiong  individ- 
uals.  But  it  is  adequate,  if  properly  used,  to  decide  whether  an 
individual  should  be  examined  further  with  respect  to  any  practical 
issue,  such  as  cc  .initinent  to  an  institution,  or  promotion  in  school, 
or  employment  at  a  certain  job. 

Kls  data  show  that  verbal  and  non-verbal  examinations  do  not 
measure  the  same  mental  ability.   He  ^ives  the  tables  of  correla- 
tions between  the  two  groups  of  tests.   Dr.  Thomdike  concludes 
that  inteilllgence  is  not  one  thing  but  many  and  that  the  abilities 


measured  by  a  speed  test  urith  language  and  iwithematicB  are  not 
identical  with,  or  even  very  similar  to,  those  oesisured  by  a  test 
-s^ith  pictures  and   less  exacting  in  speed. 

This  scientific  investigation  of  Tr.  Thomdikp's  Ir  very  per- 
tinent at  this  time.    For  the  popialar  opinion  se^aB  to  be  that  vo- 
cational fitn<^'88  may  be  entirely  determined  by  tests  and  studies 
like  the  above  will  tend  to  cause  the  enthusiasts  to  realize  that 
at  least  a  number  of  tests  are  necessary. 

Van  fiagenen,  M.J.  (University  of  Kinnesota) 

Some  EesultR  and  Inferences  Derived  from  the  Use  of  the  Army 
Tests  at  the  University  of  Minnesota 

Journal  of  pplied  Psychology,  1920,  4,  pages  59-72. 

Mr.  Van  ^agenen  states  his  mode  of  procedure  and  results  with  a 
series  of  tests  given  the  freshman  classes  of  the  IftiiTersity  of 
iJinnesota  for  two  years,  1917-18,  and  1918-19. 

The  Alph&  Army  Test  and  individual  tests  were  given.   The 
correlations  of  the  scores  of  the  Army  test  and  also  the  correlations 
of  the  scores  of  eaoh  of  the  individual  tests  with  the  averaf,es  of 
the  college  grades  were  worked  out.   It.   Van  liagenen  felt  more 
concerned  in  finding  a  basis  for  predicting  vocational  aptitudes 
than  in  lenming  whether  or  not  the  student  would  probably  succeed 
in  hi?  college  course.   lie  found  the  astonishing  result  thut  the 


Army  test,  which  toot  only  forty-five  minutes  of  time,  would  pre- 
dict the  student's  probably  success  in  making  academic  mnrkfl.    He 
presents  tables  showing  actual  difforwices. 

The  discrepancy  between  the  positions  attained  in  the  i.roy  Tosts 
and  those  achieved  in  aoademic  marks  were  too  large  to  warrant  the 
use  of  the  Army  Tests  for  purposes  oi  ri^id  selection.   lir.  Van 
Sifagenen  believes,  however,  that  mental  tests  such  us  the  Army  Tests, 
are  improvable  to  the  degree  that  their  use  will  be  feasible  in 
selecting  and  clussifyinx  collfige  students,  but  that  because  of  the 
inaccuracies  of  college  marks  as  measures  of  academio  aehieve!3aent8 
it  will  not  be  feasible  to  accurately  determine  the  full  prognostic 
value  of  the  tests. 

Ke  concludes  fr«a  this  research  work  that  inasmuch  as  students' 
interests  tend  on  the  whole  to  cause  them  to  seek  the  occupations 
for  which  they  are  by  nature  the  better  fitted  that  mental  tests 
may  in  time  be  used  both  as  a  means  of  pred'Cting  chances  of  success 
in  collfige  and  as  a  basis  of  for  giving  the  student  more  accurate 
advice  in  the  matter  of  selecting  a  vocation. 

l£r.  Van  ftagenen  recognizes  the  limitations  of  the  tests  and 
states  that  it  ^111  be  a  long  and  arduous  task  requiring  cooperation 
on  the  part  of  educational  leaders  before  worth-w.'^ile  results  can  be 
acconrlishad.    Thin  careful  research  work  on  a  concrete  problem  is, 
in  my  m^nd,  a  good  effort  toward  placing  tests  in  an  important  posP 
ition  'n  vocational  selection. 


Watson,  Uax 

Trade  Test  Principles 

yore  iVork  per  Man    New  York  iingineering  Coiapany,  1921. 

Mr.  7<atson  believes  that  the  principles  developed  by  the  Division 
of  Army  Trade  Tests  are  of  such  importance  in  the  field  of  scientific 
selection  that  they  will  ultimately  be  used  in  industry. 

ITe  favors  the  introduction  of  the  trade  test  principles  into 
industry  by  the  interview  and  not  as  a  separate  test  which  would  give 
a  definite  score.   This  interview  shall  be  standardized  or  so  fixed 
that  the  essentials  such  as  a  knowledj^e  of  (2)  material,  (b)  tools 
and  equipment,  (c)  operation  can  be  readily  brou^^ht  out. 

This  method  would  largely  eliminate  the  objection  on  the  part 
of  the  arplic«*nt  to  being  examined  in  a  formal  way  and  would  at  the 
same  time  make  it  impossible  for  a  man  to  "bluff"  on  his  previous 
experience.   :•>  :;ives  the  following  rules  for  framing  trade  test 
questions: 

1.  Do  not  use  a  catch  question  (it  antagonizes  the  applicant) 

2.  Do  not  use  a  question  with  a  guess  answer 

3.  Use  trade  lang'jage  (The  vocabulary  of  the  tradesman  is  limited) 

4.  Do  not  use  a  bad  practice  question.   A  good  mechanic  should 
not  te  expected  to  know  how  to  do  things  the  wrong  way 

5.  Be  sure  that  the  meaning  of  all  questions  is  definite. 

6.  Do  not  use  a  question  that  calls  for  a  long  explanatory  answer. 

7.  Be  sure  that  the  question  involves  only  such  knowled!;8  as  must 
come  within  the   field   of  experience   of  a   first-class   tradesman. 


Mr.  .vatson  ^ives  examples  of  trade  questions  of  different  tradeB. 
For  these,  see  pages  seventeen  and  eighteen. 

He  concludes  with  the  atater^^ent  that  every  employment  man 
recognizes  that  more  accurate  selection  means  increased  efficiency 
and  lessened  turnover.    The  use  of  the  trade  test  form  of  question, 
having  a  predetermined  value,  has  been  proven  to  be  a  surprisingly 
accurate  means  of  measurement  and  should  ultimately  find  its  use 
in  every  eioployraent  of  f ioe.  > 

Mr.  9ai8on*s  article  presents  a  jood  statement  of  the  belief 
of  tlie  ma.jority  of  psycholOt^ists  regarding  the  use  of  the  trade  test. 
Ho  data  are  given. 

iSfstts,  TVank  (Lecturer  in  Psyciolojy  in  the  University  of  Manchester 
and  in  the  Departiient  of  Industrial  Ad-ninlst ration, 
Ifeuichoster  College  of  Technology.) 
An  Introduction  to  the  Psychological  Problems  of  Industry, 
Chapter  IV,  pages  67-98.    Sefw  York.    The  l'mci.?illan  Co!:^any,  1921, 

The  book  deals  mainly  with  the  psychological  problems  of  industry. 
The  author  believes  that  the   psychologist  should  be  able  to  supple- 
ment on  the  liuman  side  what  has  been  so  extraordinarily  well  done  on 
the  material  side  to  increase  the  efficiency  of  our  industrial  system. 
Ee  states  that  the  scope  of  psychology  is  more  or  less  vague,  but  he 
calls  attention  to  the  need  and  possibilities  of  service  for  this  new 
science  and  gives  examples  of  its  practical  utility.   An  imrortant 


branch  of  the  psychologist's  work  is  tohelp  solect  scientifically 
the  ri^ht  rctxn   for  particular  forms  of  ea^loysent. 

Mr»  .vatts  traces  the  causes  of  inefficiency  and  unrest  through 
the  direct  effects  of  modem  methods  and  conditions  of  work  upon  the 
workers  and  throu^^h  the  nature  of  hiiman  relutionahips  eatabliahed  in 
industry.   He  believes  tliat  each  person  has  within  him  decided  nat- 
ive tendencies  determining  his  interest  and  abilities  and  that  the 
first  thin;-  to  be  done  in  choosin;  iporkers  for  pirticular  pursuits 
is  to  determine  whether  their  inatiiactive  type  is  the  right  one  for 
the  task.   He  thinks  the  next  few  years  will  prove  whether  tests  can 
be  constructed  for  this  purpose. 

ne  slates,  however,  that  in  the  majority  of  occupations  the 
principal  factor  to  be  considered  will  be  intellif^ence  "^hlch  is 
closely  akin  to  instinct,  that  although  the  snechanical  factors  play 
their  part  in  ;7;eneral  eff  eiency,  they  wei.^h  less  in  the  effective- 
ness of  the  final  combination  of  qualities  than  the  factors  of  a  high- 
er type.    It  is  because  of  this  that  intelligence  tests  which  have 
called  for  the  highest  qualities  in  their  performance  have  proved 
most  successftil  in  use,  and  are,  therefore,  considered  to  be  one  of  the 
most  valuable. °°'^^'*i^*i*^°'^®  ^y  psychologists  to  indxwtry. 

l£r.  "iatts  believes  that  modern  life  is  bftcoming  increasingly 
suited  to  those  people  who  possess  quickness  of  mind  rather  than 


xu 


profundity;  and  honoe  the  most  valuable  qualities  a  person  c&n   pos- 
sess fere  the  speedy  thinkin?,  and  enterprise.   These  qualities  are 
the  ones  the  intelligence  tests  disclose. 

Re  reviews  briefly  the  splendid  service  that  the  application 
of  ppychological  tests  rendered  the  .\aierican  Army  in  the  late  wur, 
but  st-atea  that  he  oannot  agree  with  Dr.  Goddard  that  these  tests 
•re  a  fair  indication  of  the  mental  poirers  of  his  countrymen.    Ke 
thinks  they  tap  only  one  kind  of  intelligence.   He  susuaarizes  his 
principal  adverse  criticisms  as  follows: 

1.  They  over-emphasize  the  factor  of  speed  in  Intelligent  re- 
action,   'ihile  they  taay  be  excellent  for  the  diagnosis  of  ability 
to  fill  ainor  executive  positions  where  promptness  and  despatch  are 
important,  they  would  rately  reveal  an  r:dison  or  a  Darwin  if  of 
slower  reaction  but  of  enormously  greater  intelligence. 

2.  "They  place  vorkcra  who  do  not  follow  clerical  occupations 
at  a  disadvantage.    That  is,  th^y  do  not  test  abilities  which  are 
often  largely  independent  of  general  intellectual  ability,  so  that 
there  are  q\jalities  of  intelligence  which  may  not  find  a  natural 
means  of  expression  through  these  tests. 

3.  They  neglect  to  take  into  consideration  temperament, 
specific  interests  which  are  not  literary  or  mathematical,  and 
other  emotional  factors.   In  short,  to  show  an  ia-ibllity  to  score 
at  these  tests  may  not  mean  that  the  subject  is  unintellii^ent. 


Iven  if  speed  be  overemphasized,  experiaental  work  shows  that 
speed  does  not  sifian  carelessness  but  that  one  good  quality  most 
often  indicates  the  presence  of  other  good  qualities.   And  even 
if  the  army  tests  will  fail  to  reveal  an  Edison  or  a  Darwin,  they 
reveal  the  abilities  of  the  general  population  and  Darwins  and 
Edisons  are  rare. 

Dr.  iiiatts  believes  that  Tyhen  the  psychological  test  is  perfec- 
ted it  will  be  useful  in  three  distinct  ways:   (1)  it  will  eliainate 
personal  bias.   (2)  the  psychologist  is  often  able  to  provide  stan- 
dards or  forms  calculated  froa  the  perforsnance  of  many  thousands  of 
subjects,  so  that  the  perforsiance  of  any  fresh  subject  can  be  readily 
compared  with  the  aversige  performance.    (3)  The  application 
of  the  psychological  test  saves  time. 

lie  describes  the  constructior.  of  teste  and  states  experience  will 
point  to  the  advisability  of  each  industry  developing  its  own  types 
of  intelligence  test. 

He  believt^s  that  the  fact  that  certain  laechanical  aptitudes  are 
essential  to  the  development  of  skill  in  any  occupation  does  not  mean 
that  we  should  overlook  the  equally  important  fact  that  interest  and 
intelligence  ar©  needed  to  sustain  them  in  working  efficiency.   He 
states  "The  opinion  most  poptdar  at  the  moment  is  that  there  is  a 
place  in  the  industrial  nachanism  v.'here  each  of  us  should  naturally 


T*  .', 


be  fitted,  and  that  once  there  we  shall  find  that  all  will  be  for 
the  best  for  all  possible  world*."   }ia.a   oannot  be  reduced  to  a 
mechanism  and  unless  outlets  for  initiative  are  accessible  to  all, 
vocational  selection  may  be  rightly  suspected  as  a  sinister  method 
of  stereotyping  status  in  the  industrial  world. 

This  book  in  the  writer's  opinion  is  one  of  the  moat  valuable 
of  the  theoretical  ones  in  this  field.   'Ir,   latts  deal?  in  a  sane 
and  isparti&l  manner  with  both  the  eiaployee  and  employer  and  makes 
it  clear  that  this  nen'  science  can  prove  of  inestimable  value  In  the 
vocations.   Kis  reasoning,  clear  and  logical,  is  clothed  in  simple 
language  that  can  be  read'ly  understood.   ne   is  modest  in  hi  a  claims 
for  psychology.   He  never  loses  sight  of  the  human  side  of  the 
laborer  and  his  sug,i;e8tions  for  the  application  of  psychology  to 
industry  are  in  aiy  opinion  valuable  not  only  to  the  workers  but  to 
society  as  a  whole. 

.Teaver,  3.0, 

Trade  Tests,  Their  Construction,  Use  and  Possibilities  in  Industry 
Industrial  Arts  Magazine,  <'Ay,  1921. 

Mr.  Vk'eaver  calls  attention  to  the  definite  bf^nefit  industry  has 

received  from  the  application  of  the  trade  tests  worked  out  in  the 

arn^  during  the  world  war.    He  defines  a  trade  test,  explains  its 

construction  and  statistical  treatment  of  r- suits.   He  ,!;ives  a  sample 


of  trade  tests  and  indicutes  situations  in  which  the  trade  test  may 
be  utilized. 

fie  considers  trado  tests  impractical  for  jobs  wh^re  loyalty, 
ability  to  le;im,  initiative,  general  character,  etc.  fkv   essential 
factors.   However,  while  'Ir,   iVeaver  points  out  the  Inadequacy 
of  the  trade  test  as  an  indicatioii  of  the  presence  of  the  above 
mentionsd  quslities,  he  does  coanicnd  these  tests  as  an  important 
step  in  the  right  directicm. 

Mr.  leaver  is  correct  in  his  eoncltisions  that  trade  testa  cannot 
measure  general  character.   Psychologists  agree  on  that.   Thej 
measure  only  special  skill. 

Williaas,  J.  L'wrold 

The  Intelligence  of  the  Delinquent  Boy 

Journal  of  delinquency,  iionograph  1,  1919,  page  198. 

This  cccellent  monograph  presents  the  results  of  an  intensive 

study  of  470  delinquent  boys,  aost  of  theca  at  the  Vfhittier  State 

School.   They  are  classified  into  five  groups,  superior,  average, 

noraal,  borderline,  and  feeble-tcinded.   Only  fourteen  boys  were 

fotind  in  the  superior  group,  -ri-iereas  over  half  were  found  in  the 

borderline  and  feeble-minded  classes.   This  seems  tc  show  that 

delinquency  is  most  frequently  found  in  the  groups  who  rank  lew 

in  intelligence. 


This  study  by  Mr.  .filliams  tends  to  show  that  psychological 
tests  can  be  of  Tery  gr  at  servioe  in  enabling  us  to  readily 
separate  the  f eeble-ninded  children  from  the  normal  j^roup.   ''any 
of  the  -would-be  delinquents  asay  be  saved  by  placin;^  thea  in  a  prop- 
er environment  where  they  can  be  trained  for  some  occupitlon  within 
their  intellig«nce. 

Vioodworth,  Robert  S. 
Psychology 

lienry  ilolt  and  Company,  1921. 
Intellijjence.   Chapter  XII,  page  271. 

I)r.  iVcodworth  tells  us  how  intslli3;ence  is  measured,  Tsrliat  it 
consists  in  and  presents  evidence  of  its  being  largely  a  matter 
of  heredity. 

Ke  states  that  intelligence  tests  in  expert  hands  actually 
give  a  fairly  reliable  aeasure  of  the  individual's  intelligence. 

Since  most  writers  on  vocational  selection  adait  that  the 
measure  of  the  individual's  intelligence  is  a  prerequisite  for  de- 
tersiining  the  right  placement  of  v/orkers,  Er.  ioodworth's  staLeraent 
of  how  this  may  be  accomplished  v/ill  be  appreciated. 


Yerkea,  Robert  U.    (Chairman,  R©8«arch  Information  Service,  National 

Research  Council.) 
The  \ievi  rtorld  of  Science 

New  York.   The  Century  Coapany,  1920. 
What  Psychol Oj^y  Contributed  to  the  ii&r.        Chapters  20  and  21, 

pages  ~^.bl-?i59. 

The  great  serviie  of  psycrolo^y  durin ;  the  war  is  discussed 
by  I'r.  Yerkes  under  the  three  heads:   Psychological  examining  con- 
ducted under  the  direction  of  the  Surqeon  General  of  the  Army  and 
affecting  all  aras  of  the  military  service,  the  olaaslf 'cation  of 
per  onnel  in  the  rirr^y,  conducted  under  the  .Adjutant  General,  and 
similarly  affectin.-  the  entire  aray;  and  the  study  of  special  psychol- 
ogical problems  in  the  army  and  the  navy, 

Mr.  Yerkfs  describes  the  mode  of  procrdure  in  psycholojlcal 
examining  in  the  army  and  the  principal  methods  of  clfissifi cation 
which  were  used  by  psychologists.   There  was, first,  measureinont 
of  his  mental  alertness  or  intelli-ence  by  the  psychological  exam- 
ination.  Second,  was  the  determination,  by  personal  interview 
or  by  actual  measurement ,  of  the  man's  occurational  training,  ex- 
perience and  proficiency.   Thus  the  man  was  rated,  classified, 
in  accordance  with  piiysical  characteristics,  mental  ability  and 
occupation  and  assigned  to  his  j^lace  in  the  military  machine. 

The  psycholo  !;ical  tests  eliminated  chance,  personal  whitn, 
or  bias  in  measuring  and  appreciating  the  y  unian  factors  in  the 
army,  and  the  success  of  their  application  proved  that  the  inforaa- 


tlon  obtained  was  reasonably  accurate  and  thorough. 

The  paychologistB  fouitd  that  to  examine  soldiers   individuedly 
was  too  slow  to  be  practical  and  that  eKaml nation  by  large  groups 
was  tie   only  feasible  procedure.        They  perfocted  a   system  or  mode 
of  procedure  by  which  an  «xaminini;  staff  consisting  of  four  psychol- 
ogists and  a  force  of  Bcorin,j;  clerks  oould  examine  ss  many  as  l,OfX) 
fsen  daily. 

First,  they  sej^rogated  a  ^roui>  according  to  the  space  of  the 
ezaminio:;  rocass   (500  could  bo  used   if  space  permitted)   and  sub- 
divided  these  into  two  groups  consisting  of  (a)   the  literates, 
men  who  can   speak  and   read  English  with  a   lair  de -,r©e  of  proiiclency, 
and   (b)   the  illiterates >  men  who  are  relatively  unfamiliar  viih  the 
En,^i«h  langxia^e.        The  literates  were  given  a  .^roup  examination 
known  as  Alpha,  irtiic*.  consists  of  eight  asarkedly  different  tests. 
This  examinaticm  while   it  requires  little  writing  does  deoand  facil- 
ity in  usin,^  written  and  oral   instructions.        The  illiterate   -^roup 
'Here  given  an  examination,  known  as  Beta,  iirtiich  is  in  effect  /ilph^ 
translated   into  pictorial   form.        In  t-  is  examination  pantouiine  and 
demcnostratlcn    supplant  written  and  oral   Instructions. 

The   time  recuired   for  each  group  exaaination   is  t-.bout  fifty 
minutes.  bub.jects  who  failed  in  Alpha  were  usually  given  Beta  to 

imrrove  their  ratings,  and   trose  wiio   failed  in  Beta  were  ;^iven   "ndiv- 
idual   examination  in  order  that  they  cotild  be  more  accurately  and 
juptly  rated. 


T.^e  first  thint';  which  appeared  in  the  results  of  the  psy- 
cbolOj^ical  Axaainntion  of  soldiers  wis  the  reiajirkable  difference 
in   thp  int©llij;ence  of  individuals  and  of  amy  ;?roup8.        The  rela- 
tion intellii;ence  his   to  t\.e  •ways  of  using  men  in  the  army  was 
demonstrated  by   the  presentation  of   results  of  iseasuremenis  made 
in  the  am^  itself  and  exhlblled  in   their  relations  to   the  judgEents 
of  experienced  offloeta.        Two  charts  are  presented  showing  the 
relation  of  intelligence  to  success  and   failure  of  men  in  officers' 
tz*aining  schools  and  the  relation  of  ^ntellifrence  to  success  or 
failure  in  non-eoinmissioned  officers'    training  school. 

f'sycholog^oal  tests  were  applied  in  each  of  these  schools  and 
the  grades  received  by  each   student  careftilly  recorded.        Then, 
moiths  later,    after  the   students  -were  given   or  refused  co-naissions 
according  to  their  respective  records,  a  compu'-lson  was  .lade  be- 
tween the   ratings  which  each  student  had  received  some  time  previous 
in   the  psyoholor^ical  tests  and  the  decree  of  his  success   in  his 
efforts   to  win  a  commission.        This  caaj^nrison  revealed  the  highly 
interesting  fact  that  practically  all   ihe  men  who  received  a  high 
grade   in  the  'psychological   tests  won  their  oooraissions  and  also  that 
only  a  very  saall   percenta  :e  of  those  who  did  not  receive  passing 
grades  in  the   tests  achieved  success. 

This  illustrates  the  vulue  of  the  psychological  methods  of 


placement. 

1,726,966  men  were  examined 

42,000  men  were  commissioned  officers 

7,800  were  reported  for  discharge  because  of  mental  inferiority 
46,347  men  tested  under  ten  years  of  age  in  intelligence. 

It  was  noted  in  the  psychological  examining  that  the  intelligence 
of  men  of  different  occupations  varied  not  only  with  the  individtial 
but  also  in  quite  as  definite  a  way  with  his  occupation.   The  in- 
telligence ratin:!:s  of  groups  representing  sixty  occu'^ations  were 
brought  together.   A  chart  is  given  (page  378)  showing  the  distrib-  i 

ution  of  intelligence  of  the  middle  fifty  percent  in  each  occupation. 
The  laborers  rank  lowest  and  the  engineers  highest, 

Mr.  Yerkes  givRS  a  history  of  trade  test  development  and  its 
application  to  the  occupational  classification  and  placement  of  men. 
He  illustrates  the  vital  importance  of  these  tests  to  the  amy  by 
concrete  examples  among  which  are  the  methods  by  which  the  best  men  were  selectei 
to  serve  as  gun-pointers  for  the  armed  merchant  vessels. 

^r.  Yerkes  has  set  forth  the  aost  interesting  and  comprehensive 
facts  in  regard  to  use  of  psychological  tests  during  the  late  war. 

lie  makes  it  clear  that  psychologj'  pla.. ed  an  important  part  in  the  i 

! 

classification  of  men  in  the  various  occupations  and  when  we  remember 
that  our  army  is  but  a  replica  of  industry  on  a  small  scale  we  can 


understand  the  important  part  that  psychology  can   play   in  vocation- 
al   selection. 

Yoakua  and  Yerkes 

Army  Mental  Tests 

"gw  York.        Henry  Holt  and   Coapani',   1920. 

Mr.  Yoakum  and  Mr.  Yerkes  present  a  good  account  of  the 
methods  and  restjlts  and  practical  applications  of  the  administra- 
tion of  mental   tests   in   the  army. 

Aftfr  preliminary  trial  in  four  cantonnents'psycholpg;ical  ex- 
amining was  extended  by  the  v»ar  Department  to  the  entire  army,  ex- 
cepting only  fi;:ld  and   general   officers. 

Ihe  psychologists  undor  the  .Ad,-}utant   Jenera.1    ieveloped  and 
introduced  throughout  the  army  methods   of  classifying  and  aR.<'i";;ning 
enlisted  men  in  accordance  with  occupational   end   educational   quali- 
fic&tions;    and  al  «o  inethods   of  rating;   officers   for  appointment  and 
p-omotion. 

This  work   in   its  relation  to  vocational  guidance  was  accomplished 
by  the    ^ivin^  of  two  kinds   of  psycholo,;icjal   test.s  desi^^pited  as  the 
group  and  individijal   test.  .     The  group  tests   could  be  .;iven  to  groups 
of  frome  one   to  2(X)  nen.        The  time  reouired   for  each  group   examina- 
tion v.'as  about  forty-tfive  minutes,    no  thst  one   examiner  and  a   s-nall 
.-;roup  of  helpers  could  examine  between  500  and  1,000  men  a  day. 


The   results   of  these  testP   were   found  to   ve  of  extraordinfiry  value 

in  aucelerating  training  of  recruits,   es, eciall^    iu   such  difficulties  as 

1.  The  discover^'  of  aen  whose  superior  intelligence  sug^^ests 
their  consideration  for  advancement,    for  exanule,  to  posts  as  non- 
coaunissioned  officers. 

2.  The  discovery  of  taen  whose  low  grade  of  intelligence  rendered 
thea  either  a   burden  or  a  menace   to  the   service. 

2.   The   f^election  and  assi.-naent  to  development  battalions  of  men 
who  are  so  inferior  mentally,   that  they  are  suited  only   for  special  work. 

4.  Ihe  prevention  of  undesirable  differences  of  aental  stren  ;th 
between  different  regiments  or  companies. 

5.  The  early  reco.^nition  of   the  mentally   slow  as  contrasted  with 
the  stubborn  or  disobedient. 

About  two  million   soldiers  v:ere  examined  with   these   testa  and  it 
•vas  found  upon  assembling  the    scores  that  althot^gh  the  distr^^ution 
of  intelli.^jence  scores  in  any   one   trade  or  profession  was   enormous, 
they  fell   into  fairly  distinct  groups  according  to  the  civil   occupa- 
tions of  the  -ecruits.  The  unskilled  laborers   ranked  lo/est  and 
the  engineers  hit;hest. 

Fesults  compiled  from  dnta   sho^  that  the  scientific  measurement 
of  general   intelligence  is   of  great  benefit  in  estiniating  whether  a 
person  has  the  general   intelli/jence  that  is  required  for  average 


success  in  any  iven  trs.de  or  rrofession. 

The  relation  of  intelligence  to  ocf-upatlon  as  studied  in  the 
army  is  of  very  obTious  importance  for  educfvtion  and  for  indiiatry. 
The  f^i  rn^'  studies  showed  that  for  wise  and  effective  industrial  place- 
ment and  occupational  guidance,  two  things  are  es-ential:   first, 
definite  knowledge  of  the  physical  and  mental  reciuireoients   (specifi- 
cations) of  the  ^iob,  and  second,  equally  definite  knowl-^d^e  of  the 
physical  Qnd  mental  chirar^teristics  and  capacities  of  the  individual 
to  be  placed.   The  application  of  psychological  tests  in  the  irmj 
demonstr  ted  that  it  is  now  possible  to  prepare  specifications  and 
suitably  to  classify  individials  with  reference  to  intelligence, 
education  and  occupational  taste.    LIr.  Yerkes  and  ?-!r.  Yoakum 
state,  however,  that  temperaTaent  is  as  iaportant  as  intellir^ence  for 
industrial  placement  and  vocational  guidance  and  we  have  es  yet  no 
method  for  measuring  it.   ihey  believe  that  the  nost  dangerous 
thing  th^it  can  happen  is  to  have  education,  economics,  sociology  and 
industry ~accept  the  results  of  mental  tests  uncritically  without  car-e- 
fvH   study  and  addiVonal  research.   They  state  in  this  connection 
that  the  amy  demonstration  has  proved  conclusively  that  r^sychology 
has  wonderful  value  in  its  application  to  vocations. 

Ilie  book  presents  an  cxcell'^nt  detailed  account  of  the  applica- 
tion of  the  mental  tests  duria,;  the  v.ar.   Data  are  given  to  demon- 


strate  concrete  results  vhich  makes  the  book  a  valuable  contribu- 
tion to  the  relation  of  p8;^chologi'  to  the  vocations. 

YoakuaijC.S.  ('Director,  B  ireau  of  ''erscnnel  Research,  Carnegie 
Institute  of  Technology) 
Can  Executives  ^e  ^icked  by  Cental  Teats? 

Forbes,  Janmry  21,  1922,  pages  259-260. 

iir.  Yoakuta  presents  in  this  article  a  discussion  of  the  use  of 

mental  test"  in  one  large  concern  Ahioh  opemtes  a  chain  of  stores 

with  headquarters  in  New  York  City. 

This  concern  has  given  a  mental -alertness  test  to  each  and  every 
aiember  of  the  firr.  fron  the  ''resident  to  the  lo-west  clerk,  and  office- 
boy.    The  test  ^iven  is  a  co^isercial  adaptation  of  the  Araay  Alpha 
lntelli,renee  Test  which  waa  used  in  the  Army.   This  test  is  kno^Tn 
aw  Bureau  Test  VI.   The  results  of  this  test  were  so  striking  tliat 
the  company  has  adopted  this  method  of  selecting  minor  executives. 

The  organization  is  divided  into  three  groups:  Executives,  minor 
executives,  and  clerks.   These  groups  correspond  to  distinct  divis- 
ions within  the  caapany.   The  charts  sho-ing  scores  are  g'vensand 
explained.   The  highest  possible  sxore  is  184.   Five  clerks,  for 
example,  made  scores  between  0  and  20,  while  only  two  rv.'^e   sooees 

sbove  140. 

The  executives  of  the  company  all  scored  above  60  in  the  test, 

and  only  four  fell  below  100.  The  avera,c-e   for  the  sroup  was  127. 


Tre  minor  executives  ranged  all  the  ^way  from  45  to  166,  •while  the 
average  was  119.   In  this  ,^roup  only  seven  individuals  out  of  thirty- 
five  fell  below  100.    In  the  clerical  ^roup  the  ran^e  of  scores  was 
extremely  wide  -  from  2  to  160.  The  avera-;e  was  only  Sio.   Thus,  it 
is  obvious  that  different  levels  of  intelligence  are  represented  by 
the  different  groups. 

From  the  analysis  of  test  res'olts  and  thp  supporting  facts,  (for 
example,  one  executive  and  one  minor  executive  who  had  scored  below 
lOO,  and  one  executive  who  had  scores  slightly  above  100,  v-'ere  8<» 
inefficient  that  they  were  asked  to  resign,)  a  critical  score  of  80 
was  set.   Thsi-t  is,  it  was  decided  that  no  applicants  for  minor  exe- 
cutive positions  would  be  hired  if  they  failed  to  score  above  80  in 
the  test,  and  those  scoring  between  80  and  100  would  be  considered 
only  if  Uieir  other  qualifications  were  especially  {^ood. 

This  plan  of  selection  was  adopted  by  the  company  ten  months  ago. 
rauring  this  perioci  133  'applicants  have  been  examined  .   All  those 
scoring  below  80  and  100  were  rejected  with  two  pxcertions,  two 
scoring  between  80  and  100,  were  hired  bee-  use  of  very  good  recommenda- 
tions.  One  of  these  has  already  been  asked  to  resign  because  of  his 
.  inefficiency.   Forty-nine  of  the  applicants  scored  above  100  and  were 
hired.   Of  this  number  forty-two  or  eij^hty-two  percent  are  making  good, 
and  will  furnish  dependable  material  for  the  snaking  of  f^iture  executives. 


The  oosipany  is  rvell  pleaspd  with  the  results  and  have  set  the  critical 
score  at  100. 

.c,   Yoakvun  states  the  t>  e  success  of  the  use  of  a  single  test 
to  pick  executive  material  shows  that  there  is  direct  relit ionship 
between  intelligence  -  mental -alertness  -  and  executive  capacity. 
Intelligence,  of  a  given  asiount,  is  one  essential  qualification  for 
a  good  executive,  and  the  science  of  applied  psycholo^  has  developed 
far  enough  so  that  tests  of  intelli^jence  ot  least  jj've  reliable  results. 

A  list  of  sanple  questions  are  ^iven.       ' 

This  article  shows  th'it  at  least  one  concern  has  found  the  use 
of  psychological  tests  of  great  benefit  in  aiding  in  the  selection 
of  minor  executives. 


INDEX  OF  SUBJECTS 


Air  Service  Tests  of  Apti- 
tude for  Flying 43-45 

Applications  of  Psychology 
to  Instruction  and 
Industry 45-46 

Applied  Psychology 49-Bl 

Arny  Intelligence  Tests  as  a 
i;:eans  of  Prognosis  in 
High  School 66-68 

Army  Mental  T^sts 110-113 

Army  Tests,  Some  Res'jlts 
and  Inferences  Derived 
from  the  Use  of,  at  Uni- 
versity of  Minnesota 96-97 

Chan-e  of  Hind  Between  Righ 
School  and  College  as  to 
Life  ¥«ork 32 

Choosing  Employees  by  Men- 
tal and  Physical  Tests. .. .59-60 

Classification  of  Men,  the 

Principles  Underlyin,^ 53-56 

Comparison  of  Two  Methods  of 
Giving  the  Number  Series 
Completion  Test 10-11 

Defectives  in  the  Juvenile 

Court 9 

Executives,  Can  they  be 

Picked  by  :iental  Tests. ..  .113-115 

Economics  and  Modem  Psychol - 


Employees,  Choosing  by  Physi- 
cal and  Mental  Tests 59-60 

Employees,  How  to  Select 51-52 

Empl oyment  Heth  ods 90-92 

Feeble-Minded,  the  Detecting 

of  in  City  School  Pop\jlationi.40-41 

Em}")loyees,  Choosing  by  :ien- 

tal  and  Physical  Tests. .... .59-60 

Fmpl oyment  Psychology 61-63 

Extension  of  Selective  Tests 

to  Industry 86-88 

Flying,  Tests  of  Aptitude  for.. 43-45 

Hiring  the  Worker 57-59 

Human  Efficiency  and  Levels 

of  Intelligence 37-39 

Hygiene,  Hental,  A  Practical 

Use  in  Industry ..33-34 

Industry,   What   It  Wants  and 
Does  Not  VJant  from  the 
Psychologist 34-36 

Intelligence 105 

Intelligence  Ratings  of 

Occupational   'Groups 75-77 

Intelligence  of  the  Delin- 
quent Boy 104-105 

Intelligence  Tests  in 

Industry 69-61 


INDEX  OF  SUBJECTS 
(continued) 


Interest  and  Abilities, 

the  Correlation  Between.. 21 


Principles  Underlyin;^  the 

Clas;^ification  of  Men 53-56 


Measuring  the  Usef-ulness 
of  Tests  in  Solving 
School  Problems 81 

Mental  Tests  as  a  Means  of 
Selecting  and  Classify- 
ing College  Students ....  84-86 

Musical  Talent,  The  Psy- 
chology of 89-90 

Mental  and  Physical  Exam- 
inations, the  Importance 
of  in  a  Reform  Insti- 
tution  46-47 

Mind  and  Work 72-75 

Neurology,  Psychiatry,  Psy- 
chology and  General  Med- 
icine, the  Correlation 
of  as  Scientific  Aids  to 
Industrial  Efficiency. . .11-12 

TIew  and  Practical  Methods 
for  Measuring  Vocation- 
al Fitness 80 

Number  Series  Coapletion 
Test,  A  Comparison  of 
Two  Methods  of  Giving. .10-11 

Personal  Relations  in 

Industry 93 

Physical  and  Mental  Exam- 
inations, the  Importance 
of  as  an  Aid  to  Treat- 
ment and  Training  in 
a  Reform  Institution. . ,46-47 

Practical  Psychology 24-25 


Psychological  Clinic,  in 

Practice 64-66 

Psychological  Tests  as  Diag- 
nostic of  Vocational  Ap- 
titudes in  College  Women. .70-72 

Psychology  in  New  Jersey 

State  Prison .41-43 

Psychology,  the  of  Musical 

Talent 89-90 

Psychology,  Psychiatry,  Neur- 
ology and  'feneral  Medicine, 
the  Correlation  of  as 
Sciontific  Aids  to  Indus- 
trial Efficiency 11-12 

Psychology,  Vocational .47-49 

Reasoning  Ability,  the  Sel- 
ective Significance  of.... 13-14 

Reliability  and  Significance 

of  Tests  of  Intelli-ence. .95-96 

Scientific,  The  Selection 

of  Men 79 

Selection  by  Testa 81-83 

Si:Tiple  Tests   for  Office 

Applicants 39-40 

Some  Results  and  Inferences 
Derived  from  the  Use  of 
the  Army  Tests  at  the  Uni- 
versity of  Minnesota 96-97 

Standardizing  Tests  for 

Vocational  Guidance 68-70 


INDEX  OF  SUBJECTS 
(continued) 


Tests  of  Aptitude  for 

Flyin.; 43-45 

Tests,  Army  Intelli- 
zence  as  a  Means  of 
Prognosis  in  High 
School 66-68 

Teats,  Army  Mental 110-llS 

Tests,    Coniraercial  and 

How  to  Use  There 29-30 

Tests  of  Intelligence, 
Reliability  and  Sig- 
nificance of 96-97 

Tests,  Trade 25-27 

Tests,  Trade  their  Con- 
struction, Use  and 
Possibilities  in 
Industry 103-104 

Tests,  Mental  and  the 

high  School 32-33 

Tests,  Mental  for  Typists 

and  Stenographer 8 . . . . 52-53 

Tests,  Psychological  at 

Brown  University 30-31 

Tests,  Psychological  in 
Vocational  Guidance.. 11 

Tests,  Psychological 

for  isorkiaen 36-37 

Trade  Tests 25-27 


Trade  Test  Principles 98-99 

Typists  and  Stenographers, 

>.fental  Tests  for 52-53 

Use  of  Psychological  and 
Trade  Tests  in  a  Scheme 
for  tVie  Vocational  Train- 
ing for  Disabled  Men.... 83-84 

Value  of  Psychological  T^sts 
in  Determining  Life  Vo- 
cations  12-13 

Vocational  Aptitudes  for 

domen, 49 

Vocational  Education 93-94 

Vocational  Guidance 14-17 

Vocational  Guidance,  the 

Aims  and  Methot^s   of 18-20 

Vocational  Polymorphism. .. .17-18 

Vocational  Psychology 47-49 

Vocational   ijolection 72-75 

Vocational  Selection. ...... B9-103 


Vocational  Tests  for 
Retail  Sales-women.... 


.77-79 


What  Psychology  Con- 
tributed  to  the  ?iar 106-110 


Trade  Tests,  their  Con- 
struction, Use  and 
Possibilities  in  In- 
dustry  103-104 


INDEX  OF  AUTHORS 


Addaas ,   George 9 

Anderson,  John 10-11 

Ayres,    Leonard  P 11 

Ball,   Jan  Don 11-12 

Eerry,   C.S 12-13 

Bonser,  Frederick  G 15-14 

Breesc,  E.3 14-17 

BreitTsrieser,   J.V 17-lS 

BreiFer,   J.Ll 18-20 


Bridges,   J.rt.   and 
T^ollinger,   V.M. 


.21 


Burtt,  Harold  E 22-24 

Cattell,  J.  McKeen 24-25 

Chapman ,  J.  Crosby 25-27 

Clark ,  J.M 28-29 

Cody,  Sherwin 29-30 

Colvin,  Stephen  S 30-31 

Crathome,  A.'P 32 

Dickson,  Virgil  E 32-33 

Fisher,  Boyd 33-34 

Frost,  Eliott 34-36 

Gsrhardt,  P.W 36-37 

Goddard,  H. H 37-39 


Greenwood,  G.iT 39-40 

Haines,  Thomas  H 40-41 

Hall,  G.  Stanley  and 

GeisRter,  L.R 41 -4S 

Henmon,  V.A.C 43-45 

Hill,  David  S 45-46 

Milliard,  Edmund  B 46-47 

Hollinsworth,  H.L 47-49 

Hollingw^orth,  Leta  S 49 

Kollingworth,  H.L.  and 

Poffenberger,  A.  T 49-51 

Hubbell,  N.D 51-52 

Jaques ,  Margaret •  .52-53 

Kelley,  Truman  L 53-56 

Kelly,  Roy  H 57-59 

Kemble,  William  Fritz 59-60 

Lamb,   J.P 6©-61 

Link,  Henry  .C 61-63 

Lucky,  G.W.A 64-66 

Madsen,  I.N 66-68 

Miner,  James  Burt 68-70 

Hur-ray,  Elsie 7C-72 

liters,    Charles .72-75 


INDEX  OF  AUTHORS 
(continued) 


Oschrin,  Elsie 77-79 

Payne,  Arthur  Frank 79 

Poffenberger,  a.T 80 

Pressey,  S.L.  and  L.W. ..81 

Richmond,  11.  A 81-83 

Roberts,  Ralph  S 83-64 

Rogers,  Agnes  L 84-86 

Rurnl,   Beardsley 86-88 

Seashore ,    Carl  Lniil 69-90 

Shefferman,  Nathan  W.... 90-92 

Simons,  A.M 93 

Snedden ,  David 93-94 


Thorndike ,  E. L 95-96 

Van  Wagenen,  'I.J 96-97 

Watson,  MAX 98-99 

Watts ,  Frank 99-103 

Vioaver ,  G.  a 103-104 

/(illiams,  Harold 104-105 

Wcodworth,  Robert  S 105 

Yerkes,  Robert  M... 106-110 

Yoakum  and  Yerkes 110-113 

YoakuHi,  C. S 113-115 


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